COMPETENCY MAPPING

Group 24
By : Akhil Sood (11BM60114) Shashwath R Rao (11BM60115) Yash Mehta (11BM60116) Abhishek Ranjan (11BM60117) Bineet Kumar Chaturvedi (11BM60120)

ROAD AHEAD...

What is a Competency ? Why do we need to know Competencies? Broad categories in competency What is Competency Mapping ? Why we do Competency Mapping ? Steps involved in competency mapping Methods of Competency Mapping Application Limitations Conclusion

WHAT IS A COMPETENCY?

It is the preferred behaviours and personal skills which distinguish excellent and outstanding performance from the average. A Competency is the ingredients (skills, knowledge, attributes and behaviours) that contribute to excellence.

In other words, competencies are characteristics that outstanding performers do more often in more situations with better results, than average performers

COMPETENCY VS. COMPETENCE

Competency: A person- related concept that refers to the dimensions of behavior lying behind competent performer. Competence: A work- related concept that refers to areas of work at which the person is competent Competencies: Often referred as the combination of the above two.

WHY DO WE NEED TO KNOW COMPETENCIES?

People will have to know their respective * Roles * Key competencies Address employee needs * What am I on skills? * What are the gaps? How to improve on skills? * What is expected of my role? * What are possible future roles? People have to know about competencies which help them deliver better to customers Address organizational / business needs * High performance * Expectation management on career and promotions * Higher productivity with improved skills

BROAD CATEGORIES IN COMPETENCY

Generic

Competencies which are considered essential for all employees regardless of their function or level. For example Communication, initiative, listening skills etc.

Managerial Competencies

Competencies which are considered essential for managerial or supervisory responsibility

Technical / Functional
Specific competencies which are considered essential to perform a specific role in the organization within a defined technical or functional area of work.

WHO IDENTIFIES THE COMPETENCIES?

The competencies required for the job are identified by the

Heads of that functional department or the team Experts HR Specialists Job Analysts Psychologists

WHAT IS COMPETENCY MAPPING

Competency mapping is the process of identification of the competencies required to perform successfully a given job or role or a set of tasks at a given point of time It consists of breaking a given role or job into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, attitudes, skills, etc.) needed to perform the same successfully Competency Mapping plays a vital role in selecting, recruiting and retaining the right people. When the competency required for a particular position is mapped, an accurate job profile is created.

WHY WE DO COMPETENCY MAPPING?

Succession planning and promotion When the competency required is mapped, an accurate job profile is created

With an accurate profile the entire recruitment process becomes easier and effective The candidates who applies is well aware of what the position demands

The interviewer know exactly what to look for in the candidate

Once recruited, employee perform well as they know what is exactly required from them

WHY WE DO COMPETENCY MAPPING? (CONTD.)

Employee understands the growth within the company as the hierarchy and requirement is clearly defined for all the positions

Helps employee to align his efforts in the direction of the company's requirement.
Overall, it brings a degree of transparency and motivates the employee

STEPS INVOLVED IN COMPETENCY MAPPING

1.

Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs. Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.

2.

STEPS INVOLVED IN COMPETENCY MAPPING

3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors. 4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.

METHODS OF COMPETENCY MAPPING

1. 360-degree multi-rating:
It is a type of performance appraisal for assessing the employees more objectively. This appraisal method takes care of many thins like what kind of behavior a person has with superiors, subordinates, peers etc.

2. Organizational surveys:
In the organizational survey the questionnaire are filled by the employee, who rates himself 3. Assessment center: It measure four basic competencies administrative, communications, supervisors are judged which help them to develop and expand the needed competencies as identified.

METHODS OF COMPETENCY MAPPING

4. Experts rating of job analysis:
Job analysis tools help companies extract knowledge of core competency required from internal experts and allow the company to have any number of expert raters contribute rating on standard competency scale for any job title or position. The accumulated ratings are transformed into a composite template defining the ideal competency set for that position .Employee or job applicants then complete a self-report version and there are mapped against the template. Skills or competency gaps are thus identified and informed to the training decisions.
Other Methods include : Interviews Group work Task Forces Task Analysis work Shops Questionnaire Use of job description

APPLICATION
Job Evaluation SelfDevelopment initiatives

Recruitment

Training need identification, training and development

Competency Mapping

Career Planning

Employee potential appraisal for promotion Succession Planning

Performance Management/ Diagnositics

LIMITATIONS

A problem with competency mapping, especially when conducted by an organization is that there may be no room for an individual to work in afield that would best make use of his or her competencies. If the employer cannot provide a position for an employee that fits him or her better, competency mapping may be of little use

CONCLUSION
Competency is a set of knowledge, skills and attitudes required to perform a job effectively and efficiently. It is through the competencies of the employees, executives, managers, and individual contributors -- that an organization executes its strategy and achieves results that are crucial to its success. So correct competency mapping is very essential for organizational success.

REFERENCES

http://www.scribd.com/doc/50012650/26/METHODS-OFCOMPETENCY-MAPPING http://www.authorstream.com/Presentation/gouriverma-102178competency-mapping-entertainment-ppt-powerpoint

http://www.slideshare.net/savinder83/competency-mapping-4569206