Lovely Professional University, Punjab

Course Code MGT596 Course Category Course Title COMPETENCY MAPPING Courses with conceptual focus Course Planner 12312::Megha Mehta Lectures 4.0 Tutorials Practicals Credits 1.0 0.0 5.0

TextBooks Sr No T-1 Title The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations (Response Books) Reference Books Sr No R-1 Other Reading Sr No OR-1 OR-2 OR-3 OR-4 OR-5 OR-6 OR-7 OR-8 OR-9 Journals articles as Compulsary reading (specific articles, complete reference) Anthony,Eyring &Gibson ,"Mapping Your Innovation Strategy", HBP, May 01, 2006 , Ancona, Malone, Orlikowski & Senge,"In Praise of the Incomplete Leader", HBP, Nov 01, 2003 , Kumar & Karuppasamy." Competency Mapping: A Fuel for self development", International Journal of Management Research and Reviews, Mar 2013, pp 26222627. , James,"Career and Competency Mapping", Healthcare Executive, Nov/Dec 2006, pp: 52-55. , Gayeski, Golden, Thomas, Stephen & Mason,"Bringing competency analysis into the 21st century", Performance Improvement, August 2007, pp9-16 , Ali,"Competency Mapping - A Case Study at Ambassadors SKY CHEF, MUMBAI", Akbar Peerbhoy Collage of Commerce & Economics, Mumbai, VOLUME NO.1, ISSUE NO.3 (Case Study) , Thomas,"Mapping Your Network ", HBP, May 18, 2009. , Stengel, Dixon & Allen,"Listening Begins at Home",HBP, Nov 01, 2003. , Kotwal,"Model, and Method for Competency Mapping and Assessment: Sunrise Model",Training Journal. , Title Competency Based HRM Author Shermon Ganesh Edition 1st Year 2004 Publisher Name Tata McGraw Hill Author Sanghi Seema Edition 1st Year 2004 Publisher Name Sage

Relevant Websites Sr No RW-1 RW-2 RW-3 (Web address) (only if relevant to the course) http://asystems.as/en/behavioral-event-interview http://www.nwlink.com/~donclark/hrd/case/compet1.html http://www.psyasia.com/organizational_psychologist_competency_model.php Salient Features Explains about Behavioral Event Interview Introduction to the concept of competency Example of a compentency model

RW-4

http://rbl.net/index.php/hrcs/index/overview

Explain about HR competence audit

LTP week distribution: (LTP Weeks) Weeks before MTE Weeks After MTE Spill Over 7 7 4

Detailed Plan For Lectures

Week Number Lecture Number Broad Topic(Sub Topic) Chapters/Sections of Text/reference books Other Readings, Lecture Description Relevant Websites, Audio Visual Aids, software and Virtual Labs RW-2 Introduction to concept of competency, Competencies for competitive advantage Discussion on myths about competencies and history of competency Stages in developing an organization wide competency model Detailing the Impact of competency development process Styles that influencing competency development processes Learning Outcomes Pedagogical Tool Demonstration/ Case Study / Images / animation / ppt etc. Planned Web reference

Week 1

Lecture 1

Introduction to Competency (Concept of competency, Competencies for competitive advantage) Introduction to Competency(Myths about competency and history of competency) The Competency Development Process(Stages in developing an organization wide competency model) The Competency Development Process(Impact of competency development process) The Competency Development Process(Styles influencing competency development) Developing Competency Model (Hiring the best people and productivity maximization)

T-1:Chapter 1 R-1:Chapter 1

Students will learn the importance of competency identification and mapping

Lecture 2

T-1:Chapter 1

OR-7

The students will learn Article followed by the concept of existing class-room discussion scenario of competency mapping Learning about the development of organization wide competency model Class-room discussion through power-point presentation

Lecture 3

R-1:Chapter 2

Lecture 4

R-1:Chapter 2

Identifying the Class-room discussion individual and group through power-point development needs and presentation problems Understanding the Class-room discussion decisions or actions of through power-point individuals that impact presentation organization Class-room discussion through power-point presentation

Week 2

Lecture 5

R-1:Chapter 2

Lecture 6

T-1:Chapter 2

Hiring the Best How to use the 360Available People and degree feedback Productivity process Maximization and Enhancing the 360degree feedback process

Week 2

Lecture 6

Developing Competency Model (Enhancing the 360-degree feedback process)

T-1:Chapter 2

OR-1

Hiring the Best How to use the 360Available People and degree feedback Productivity process Maximization and Enhancing the 360degree feedback process Adapting to change and aligning behavior with organizational strategies and values Learning to adapt and aligning behavior with organizational strategies and values

Article followed by class-room discussion

Lecture 7

Developing Competency Model (Adapting to change and aligning behavior with organizational strategies and values) Developing Competency Model (Competency Models)

T-1:Chapter 2

Class-room discussion through power-point presentation

Lecture 8

T-1:Chapter 2

OR-9

Job competency assessment model, Modified Job competency assessment model, Generic Model Overlay Method, Customized Generic Model Method, Flexible Job Competency Model Method, Systems Method, Accelerated Competency Systems Method

The students will learn Article followed by the various factors that class-room discussion affect the competency development framework

Week 3

Lecture 10

Developing Competency Model (Trans-cultural managerial competencies) Issues related to developing Competency Models(Organization focus and goal)

T-1:Chapter 2

Personal Competency The students will learn Class-room discussion Framework, Planning to the importance of trans- through power-point Develop a Competency cultural competencies presentation Model OR-3 What is the Goal: Quality or Excellence? and Periodic and Continuous Development Effort What is the Goal Quality or Excellence? and Periodic and Continuous Development Effort Understanding the goal Article followed by of competency mapping class-room discussion and Understanding the kind of effort required for competency mapping Understanding the goal Class-room discussion of competency mapping through power-point and Understanding the presentation kind of effort required for competency mapping

Lecture 11

T-1:Chapter 3

Issues related to developing Competency Models(Competency development effort)

T-1:Chapter 3

Lecture 12

Issues related to developing Competency Models(Utilization of time Frame and Organization use of competency results) Developing Competency Model (Development of the personal competency framework)

T-1:Chapter 3

Utilization of time frame Students will be able to Class-room discussion and organization use of make use of through power-point competency results competency results. presentation The Personal Competency Framework , The Lancaster Model of Managerial Competencies, Level One, two and three The students will Class-room discussion understand the through power-point importance of model in presentation designing the competency framework

Lecture 9

T-1:Chapter 2

Week 4

Lecture 13

Issues related to developing Competency Models(Value addition for the organization and employees) Issues related to developing Competency Models(Key performance indicators for success and Validation of Assessments)

T-1:Chapter 2

OR-2

Value Addition for the How competency Organization and Value mapping adds value? Addition for Employees

Article and class-room discussion

Lecture 14

T-1:Chapter 3

KPI for successHow to identify key Class-room discussion Determinants of Success, performance indicators? through power-point Desired Outcomes, presentation Ownership of the Process, Targeted people and involvement of people in development How to Validate the Assessments and How will the Competency Project be Communicated to the Employees? Leadership required for transformation and competency building The cycle of transformation and competency The HRM functional contribution to transformation Competent framework driving HRM processes and Mapping competencies for competitive advantage in HR context Competent framework driving HRM processes and Mapping competencies for competitive advantage in HR context RW-4 HR competence audit and analysis Position fulfillment Validating the Class-room discussion competency assessment through power-point and how to break news presentation to employees?

Lecture 15

Issues related to developing Competency Models (Communication of competency projects to employees)

T-1:Chapter 3

Lecture 16

Competency driven transformation HRM Strategies(Leadership required for transformation and competency building) Competency driven transformation HRM Strategies(The transformation cycle) Competency driven transformation HRM Strategies(HRM functional contribution to transformation) Competency driven transformation HRM Strategies(Competent framework driving HRM processes)

R-1:Chapter 4

Understanding the required leadership traits for competency building

Class-room discussion through power-point presentation

Week 5

Lecture 17

R-1:Chapter 4

Learning the sequential Class-room discussion flow of competency through power-point presentation Connecting HR processes and other business processes How to Map competencies for competitive advantage in HR context Class-room discussion through power-point presentation Class-room discussion through power-point presentation

Lecture 18

R-1:Chapter 4

Lecture 19

R-1:Chapter 4

Competency driven transformation HRM Strategies(Mapping competencies for competitive advantage in HR context)

R-1:Chapter 4

How to Map competencies for competitive advantage in HR context

Class-room discussion through power-point presentation

Lecture 20

Competency-based Application (HR competence audit and analysis) Competency-based Application (Position fulfilment)

T-1:Chapter 4

To perform the competence audit

Web reference and discussion

Week 6

Lecture 21

T-1:Chapter 4

To learn about position Class-room discussion fulfillment through power-point presentation

Week 6

Lecture 22

Competency-based Application (Performance management)

T-1:Chapter 4 R-1:Chapter 4 and 5

Performance management and promotion- Competency Models Can Enhance HRM Systems, Benefits of Using a Competencybased Selection System, Benefits of Using a Competency-based Training and Development System, Benefits of a Competency-based Performance Appraisal System, Benefits of Using a Competency-based Succession Planning System Sources of competency information, Position and process documentation RW-1 Personnel development resources, Behavioral event interview, Behavioral description Interview Behavioral event interviewing methodology Management directed and third party models RW-3 Lecture- 27 - Established Models - Management Directed and Third-party Models Lecture 28- Revision

To learn about the Class-room discussion benefits of a through power-point Competency-based presentation Performance Appraisal System

Lecture 23

Competency-based Application (Promotion)

T-1:Chapter 4

To learn about the Class-room discussion benefits of a through power-point Competency-based presentation Performance Appraisal System Students would learn how to perform Position and process documentation. Class-room discussion through power-point presentation

Lecture 24

Formation of a competency framework(Sources of competency information, Position and process documentation) Formation of a competency framework(Personnel development resources, Behavioral event interview, Behavioral description Interview) Formation of a competency framework(Behavioral event interviewing methodology)

T-1:Chapter 5

Week 7

Lecture 25

T-1:Chapter 5

How to utilize Web reference and Personnel development discussion resources

Lecture 26

T-1:Chapter 5

How to conduct Behavioral Event Interviews?

Class-room discussion through power-point presentation

Lecture 27

Formation of a competency framework(Management directed and third party models)

T-1:Chapter 5

Lecture- 27Web reference and Understanding the discussion Management Directed and Third-party Models of competency mapping Lecture 28- Revision

Lecture 28

Formation of a competency framework(Management directed and third party models)

T-1:Chapter 5

RW-3

Lecture- 27 - Established Models - Management Directed and Third-party Models Lecture 28- Revision

Lecture- 27Web reference and Understanding the discussion Management Directed and Third-party Models of competency mapping Lecture 28- Revision

MID-TERM

Week 8

Lecture 29

Competency mapping and Assessment centres(Assessment practices and History of assessment centre)

T-1:Chapter 6

Lecture 29- Assessment practices and History of assessment center, Assessment centers in developed countries Lecture 30- The Use of Assessment Centers in the Industry

Lecture 29- Learning Class-room discussion about assessment through power-point practices presentation Lecture 30- To learn the usage of assessment center

Lecture 30

Competency mapping and Assessment centres(Assessment practices and History of assessment centre)

T-1:Chapter 6

Lecture 29- Assessment practices and History of assessment center, Assessment centers in developed countries Lecture 30- The Use of Assessment Centers in the Industry

Lecture 29- Learning Class-room discussion about assessment through power-point practices presentation Lecture 30- To learn the usage of assessment center

Lecture 31

Competency mapping and Assessment centres(Assessment exercises)

T-1:Chapter 6

OR-8

Lecture 31- Off-the-shelf Exercises, External Centre, Customized Exercises, Non-exercise Material, Ratings by Self and Others, Best Practice, Lecture 32- 360-degree Feedback, Tests and Inventories, Projective Techniques

Lecture 31- How to use Class-room discussion Off-the-shelf Exercises through power-point for competency presentation mapping. Lecture 32- How to use 360-degree Feedback for competency mapping.

Lecture 32

Competency driven careers (Competency driven career progression model) Competency driven careers (Counseling and coaching)

R-1:Chapter 13

Competency driven Understanding the career progression model Competency driven career progression model Counseling and coaching Using Counseling and coaching for competency development 360 degree feedback Learn the skills to see yourself from others eyes

Class-room discussion through power-point presentation Class-room discussion through power-point presentation Class-room discussion through power-point presentation

Week 9

Lecture 33

R-1:Chapter 13

Lecture 34

Competency driven careers(360 degree feedback) Competency linked competitive remuneration(Making pay competitive)

R-1:Chapter 13

Lecture 35

R-1:Chapter 14

Lecture 35- Making pay competitive Lecture- 36 - Classroom discussion with corporate example

Lecture 35- Students Slides and class-room would be able to discussion understand how to attach competency with pay structure. Lecture- 36 Students would be able to apply the concept.

Week 9

Lecture 36

Competency linked competitive remuneration(Making pay competitive)

R-1:Chapter 14

Lecture 35- Making pay competitive Lecture- 36 - Classroom discussion with corporate example

Lecture 35- Students Slides and class-room would be able to discussion understand how to attach competency with pay structure. Lecture- 36 Students would be able to apply the concept. The student would be PPT and class-room able to evaluate discussion compensation strategy. How to use and apply Class-room discussion Competency based pay through power-point action steps presentation Implementing Class-room discussion Competency based through power-point compensation structure presentation Leaning to Advocate competency project Case Study and classroom discussion

Week 10

Lecture 37

Competency linked competitive remuneration(Evolution of compensation strategy) Competency linked competitive remuneration(Competency based pay action steps) Competency linked competitive remuneration(Competency based compensation structure) Resistance and recommendations (Advocating project effectively) Resistance and recommendations (Identifying key stakeholders and the expected levels of support)

R-1:Chapter 14

Evolution of compensation strategy Competency based pay action steps Competency based compensation structure OR-6 Advocating project effectively Lecture 41- Identifying key stakeholders and the expected levels of support- Categorizing Stakeholder, Stakeholders Map, Lecture - 42 Reasons for Lack of Commitment, Resistance and Recommendations: Why and How?

Lecture 38

R-1:Chapter 14

Lecture 39

R-1:Chapter 14

Lecture 40 Week 11 Lecture 41

T-1:Chapter 7 T-1:Chapter 7

Lecture 41- Identifying Class-room discussion key stakeholders through power-point presentation Lecture 42- Identifying reasons for Lack of Commitment for competency mapping

Lecture 42

Resistance and recommendations (Identifying key stakeholders and the expected levels of support)

T-1:Chapter 7

Lecture 41- Identifying key stakeholders and the expected levels of support- Categorizing Stakeholder, Stakeholders Map, Lecture - 42 Reasons for Lack of Commitment, Resistance and Recommendations: Why and How?

Lecture 41- Identifying Class-room discussion key stakeholders through power-point presentation Lecture 42- Identifying reasons for Lack of Commitment for competency mapping

Week 11

Lecture 43

Generic competency model for leadership role in Organization (Competency clusters for general leadership model)

T-1:Chapter 9

Competency Clusters for General Leadership Model - Thinking Capabilities, Selfmanagement, Leadership Effectiveness, Social Awareness OR-5 Leadership Assessment Questions and Leadership Assessment Matrix Lecture 45- Competency model for human resource head- Strategic Thinking, Business Acumen, Relationship Building and Networking, Team Leadership and Development, Impact and Influence, Lecture 46 Results Orientation, Communication, Personal Effectiveness, Internal Customer Orientation, Human Resource Expertise and change leadership

Learning about the Class-room discussion Competency Clusters through power-point for General Leadership presentation Model

Lecture 44

Generic competency model for leadership role in Organization (Leadership assessment questions and matrix) Competency model for HR (Competency model for human resource head)

T-1:Chapter 9

Understanding Article and class-room Leadership Assessment discussion Matrix Lecture 45- Making Class-room discussion Competency model for through power-point human resource head presentation Lecture 46- using Human Resource Expertise and change leadership

Week 12

Lecture 45

T-1:Chapter 10

Lecture 46

Competency model for HR (Competency model for human resource head)

T-1:Chapter 10

Lecture 45- Competency model for human resource head- Strategic Thinking, Business Acumen, Relationship Building and Networking, Team Leadership and Development, Impact and Influence, Lecture 46 Results Orientation, Communication, Personal Effectiveness, Internal Customer Orientation, Human Resource Expertise and change leadership

Lecture 45- Making Class-room discussion Competency model for through power-point human resource head presentation Lecture 46- using Human Resource Expertise and change leadership

Week 12

Lecture 47

Competency model for HR (Competency model for human resource manager)

T-1:Chapter 10

Lecture 47- Competency model for human resource manager, Internal Customer, Job Knowledge, Change Leadership, Relationship Building, Knowledge of Government and Clients Business, Teamwork, Impact and Influence, Communication, Flexibility, Results Orientation, Problem Solving, Personal Effectiveness Homework3 OR-4

Lecture 47- Making Class-room discussion Competency model for through power-point human resource presentation manager

Lecture 48 Week 13 Lecture 49 Competency model for HR (Competency model for human resource executive) T-1:Chapter 10

Lecture 49- Competency Lecture 49- Making Article followed by model for human Competency model for class-room discussion resource executive human resource executive Lecture 50 - Internal Customer, Human Lecture 50 - Learning Resource competencies to Expertise,Teamwork , enhance personal Results Orientation, effectiveness of HR Communication, executive Personal Effectiveness Lecture 49- Competency Lecture 49- Making Article followed by model for human Competency model for class-room discussion resource executive human resource executive Lecture 50 - Internal Customer, Human Lecture 50 - Learning Resource competencies to Expertise,Teamwork , enhance personal Results Orientation, effectiveness of HR Communication, executive Personal Effectiveness

Lecture 50

Competency model for HR (Competency model for human resource executive)

T-1:Chapter 10

OR-4

Week 13

Lecture 51

Leadership competency model (Concept of leadership competency model)

T-1:Chapter 11

Lecture 51- Concept of leadership competency model- Visioning, Direction and Goal Setting, Judgement, Holistic View, Business and Customer Focus Lecture 52- Concept of leadership competency model- Inspiring Leadership, Learning from Experience, Drive to Improve, Networking, Partnership, People Development and Team working

Lecture 51Understanding the concept of leadership competency model considering the Visioning, Direction and Goal Setting Lecture 52Understanding the concept of leadership competency model considering the Learning from Experience, Drive to Improve, Networking, Partnership Lecture 51Understanding the concept of leadership competency model considering the Visioning, Direction and Goal Setting Lecture 52Understanding the concept of leadership competency model considering the Learning from Experience, Drive to Improve, Networking, Partnership

Class-room discussion through power-point presentation

Lecture 52

Leadership competency model (Concept of leadership competency model)

T-1:Chapter 11

Lecture 51- Concept of leadership competency model- Visioning, Direction and Goal Setting, Judgement, Holistic View, Business and Customer Focus Lecture 52- Concept of leadership competency model- Inspiring Leadership, Learning from Experience, Drive to Improve, Networking, Partnership, People Development and Team working

Class-room discussion through power-point presentation

Week 14

Lecture 53

Competency driven culture (Culture, Corporate competency driven culture) Competency driven culture (Change, Competency focused behavioral change management) Competency driven culture (Current happenings in the field of competency management)

R-1:Chapter 16

Culture, Corporate competency driven culture Change, Competency focused behavioral change management

Understanding how Class-room discussion corporate culture drives through power-point competencies presentation Bringing Competency focused behavioral change management Class-room discussion through power-point presentation

Lecture 54

R-1:Chapter 16

Lecture 55

R-1:Chapter 16

Lecture 55- Current Lecture 55- Keeping Class-room discussion happenings in the field of oneself updated with through power-point competency management Current happenings in presentation the field of competency Lecture 56- Revision management Lecture 56- Revision

Week 14

Lecture 56

Competency driven culture (Current happenings in the field of competency management)

R-1:Chapter 16

Lecture 55- Current Lecture 55- Keeping Class-room discussion happenings in the field of oneself updated with through power-point competency management Current happenings in presentation the field of competency Lecture 56- Revision management Lecture 56- Revision

SPILL OVER
Week 15 Lecture 57 Lecture 58 Lecture 59 Lecture 60 Spill Over Spill Over Spill Over Spill Over

Scheme for CA:

Component Homework Frequency 2 Total :Out Of 3 Each Marks Total Marks 10 10 20 20

Details of Academic Task(s)

AT No. Objective Topic of the Academic Task Nature of Academic Task (group/individuals/field work Evaluation Mode Allottment / submission Week 2/4

HW1

To enhance the analytical ability of students

The students in the group will be given a case study by the faculty Group member. The students need to analyse the various problems in the case and are required to suggest the possible solution for the same. Live Project: The Student is required to choose an organization of Individual his/her choice. They need to design a generic model of competency development for the organization followed by competency profiling for any five key jobs in that organization.

Analysis and Presentation: 20 Marks, Question Handling: 05Marks, Write up : 05 Marks 15 marks for competency model development and 15 marks for competency profiling for five key jobs. 6 questions of 5 marks each

HW2

To enhance the analytical ability of students

5/9

HW3

To check the learning ability of students

A test will be conducted from the covered in first 11 weeks

Individual

12 / 12

Plan for Tutorial: (Please do not use these time slots for syllabus coverage)

Tutorial No.

Lecture Topic

Type of pedagogical tool(s) planned (case analysis,problem solving test,role play,business game etc)

Tutorial1 Tutorial2 Tutorial3 Tutorial4 Tutorial5 Tutorial6 Tutorial7

Introduction to competency Mapping Styles influencing competency development Hiring the best people Evaluative case based presentation Evaluative case based presentation Evaluative case based presentation Doubt clearing session before MTE

Discussion Discussion Role Playing Case Analysis Case Analysis Case Analysis Discussion

After Mid-Term
Tutorial8 Tutorial9 Tutorial10 Tutorial11 Tutorial12 Tutorial13 Tutorial14 Discussion on MTE question paper Evaluative case based presentation Evaluative case based presentation HR competence audit Behavioral description Interview Assessment practices Doubt Clearing session Discussion Case Analysis Case Analysis Problem Solving Discussion Role Playing Discussion