Training Need Identification

THROUGH COMPETENCY
MAPPING

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 DNA of Human Resource
Physical Attribute
Education
Values Behavioral Job
Compatiblity/
Work demands
Competency
Work Conditions Individual Business
performance

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 Competency Mapping
• Competency:-

Refers to underlying behavioral

characteristics that describe motives,
traits, self-concept, values, knowledge
or skills that a superior performer brings
to the workplace.

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 Competency Mapping
• Competence:-
Simply, it refers to the sklills, knowledge & attitudes
necessary to perform a particular work to a standard
required within the industry.
These knowledge & skills are essential for minimum;

For example:-
Salesperson
“Competence”: ability to write Sales Proposal
But, for superior performance may occur only if he/she
has ACHIEVEMENT DRIVE i.e. “Competency”

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 Competency Mapping

Observable Behaviour

Knowledge: Job related

Skills: Communicate well, demonstrates

leadership
Traits: Learns quickly, Self Confidence, team
player, handles ambiguity well, demonstrates
initiative
Motives: Self confidence, focuses on client
success, preserves firm/personal integrity

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Iceberg Model
 Competency Mapping
• We can capitalize on this resource
(Competencies) – managers after
identifying them, can make decisions
about how to exploit them and also learn
how to expand them.

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 Process of Competency Mapping
STEP 1
Developing Competency Model

STEP 2
Competency Identification

STEP 3
Competency Assessment

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 Step 1: Developing Competency
Model
Commitment & Competence based Competency Model
•

Training
HIGH Motivation
Highly Willing Highly Willing
Commitment Scores

but &
Less Competent Highly Competent

Less Willing Less WillingCounsel

& but

Less Competent Highly Competent

Extensive
Training or
LOWoff load
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Competency Scores
 Competence characteristics
• Technical knowledge • Analytical Skills
• Functional Knowledge • Communication Skills
• Knowledge of Business • Planning Skills
Processes • Organizing Skills
• Interpersonal Skills
• Technical/ Functional Skills
• Conceptual Skills
• Leadership Skills
• Team Building Skills
• Problem Solving
• Decision Making Skills
• Time Management

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 Commitment Characteristics
• Self Confidence • Open to new ideas
• Enthusiasm • Learning by mistake
• Self Motivation • Concentration
• Honesty & Integrity • Patience
• Accepting Challenges • Perseverance
• Winnig Attitude • Ownership of work
• • Enterprising
Determination
• Pursuit of perfection
• Self-improvemen
• Result orientation

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 Step 2: Competency Identification
Data Collection regarding Job.

Interviews Questionnaire Focus Group Observation

Behavior expected at job

Data Validation by Observing Key performers

Identify Competencies

Consensus with Management

SET PROFICIENCY LEVEL

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 Data collection about job
• Job description
• Job specification
• Way of working
• Barriers of work

• Skills, knowledge, characteristics required to do a job.

• Support required from – Employees

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 Behaviour expected at job
Position:

Made by: Date:

Role Tasks Behaviour required

Approved by:-
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 Data Collection Sheet (A CASE)
Position: Production Manager
Made by: Ankit Sharma
Role
1 Ensure equipment & material
availablity
2 Enhance Workers' motivation
3 Impart job specific training to
the workers
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Tasks
1. Co-ordination with
maintenance department for
equipment availablty and
materials department for
material availblity
2. Train machine operators in
Autonomous Maintenance
under Total Protective
Maintenance
3. Introuce 'KANBAN' system of * Ability to lead the change
Production line
Date: 23/5/10
Behaviour required
* Anticipates the requirements;
* Considers &
responds appropriately to the
needs, feelings and capablities of
differen situations;
* Ability to train workers
 Identify Competencies
Position: Production Manager

Made by: Ankit Sharma Date: 23/5/10

Role Tasks Behaviour Competence

required
Ensure equipment 1. Co-ordination with * Anticipates the * ANALYTICAL
& material maintenance department for requirements; SKILLS
availablity equipment availablty and
materials department for
material availblity

* Considers & responds * INTERPERSONAL

appropriately to the needs, SKILLS
feelings and capablities of
differen situations;
2. Train machine operators in * Ability to train workers * TRAINING ABILITY
Autonomous Maintenance
under Total Protective
Maintenance
3. Introduce 'KANBAN' system * Ability to lead the change * CHANGE AGENT
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 Consensus with the management
Position: Production Manager

Filled by: Date: 23/5/10

Instructions:-

Considering the postion of Production Manager, how important following attributes are at the time of job.

Use the scale given below:-

Vitally important behaviour for successful performance 5

Definitely important to successful performance overall 4
Relevant but not important for overall successful performance 3
Marginally important for overall successful performance 2
Not relevant at all as per the job 1

Competencies
ANALYTICAL SKILLS 5 4 3 2 1

INTERPERSONAL SKILLS 5 4 3 2 1

TRAINING ABILITY 5 4 3 2 1

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 Step 3: Competency Assessment
• Through test

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 Step 3: Competency Assessment
S no Competencies Expected Actual Assessment Exercise
Response Response

1Achievement Orientation 3 1You seem to work hard to achieve results or improving

your performance. Be more focus.
2Adaptability 3 2You change with realities after motivation
3Decision Making 2 3you seem to take prompt decision rationally

4Emotional Resilience 3 3you seem to compose a your emotions well.

5Interpersonal 3 3Your communication appears to gain acceptance

easily.
6Leadership 1 3You seem to lead the idea than to follow others

7Networking Ability 3 3you sought to be a people's person and make contacts

easily
8Organizing Skills 3 3you look to be self motivated ordered professional.

9Persuasion 3 2you tend to take time to convince others

10Pragmatism 2 3you look to apply your theoritical knowledge with
pratcals
12Proactive Approach 3 3you seem to anticipate & take initiative to exploit the
opportunity.
13Teamwork 2 0You rather work alone & uncomfartable in group

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 Step 3: Competency Assessment

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