Competency mapping involves determining the nature and scope of a job role, the behavioral capacities and level of knowledge required, and the skills needed. It is needed to select the right human resources, increase cost efficiency, and focus employee performance. Competencies include knowledge, skills, and attitudes. HR specialists, job analysts, and experts identify competencies. Competency mapping establishes performance expectations, improves selection and communication, and helps employees understand expectations, though it risks favoring theory over results and becoming outdated.

1. Competency Mapping
By: Amritpal singh bedi

2. Definition
Competency mapping involves the process by which we determine:
The
nature
and scope
of a
specific
job role
behavioral
capacities
required
the level
of
knowledg
e required
the skills
Competen required
cy
mapping

3. Need for Competency Mapping
Increased cost of manpower
competent people available for various critical roles
Selection of right kind of human resources
need for focus in performing roles-need for time management

4. Components of competency
Knowledge
• information a person possesses about specific areas
• comprises many factors like memory, numerical ability, linguistic ability-can
be Scientific, Technical or Job related
Skill
• represents intelligent application of knowledge, experience, and tools
• are demonstrated abilities or proficiencies, which are developed and
learned from past work & life experience
Attitude
• are predispositions to other individuals, groups, objects, situations,
events, issues, etc
• decide our approach or avoidance behavior-Positive or Negative attitude

5. Who can identifies the competencies?
HR Specialists
Job
Analysts
Experts

6. SENIOR MANAGER
COMPETENCY
*able to lead change
*persuasive communicator
*strategic initiator
MIDDLE MANAGER
COMPETENCIES
*creative thinker
*strategic thinker
*sensitive to cultural diversity
*team builder
Multilevel
Corporate
Competency
Model

7. Classification of
Competencies
Basic
Competencies
Intellectual
Competencies
Social
Competencies
Emotional
Competencies
Motivational
Competencies

8. Professional
Competencies
Knowledge
Experience
Expertise

9. ADVANTAGES
For the
company
• Establishes expectations for performance excellence
• Improved job satisfaction and better employee retention
For
Managers
• improve the accuracy and ease of the selection process
• Easier communication of performance expectations
For
employees
• Identify the behavioral standards of performance excellence
• Helps each understand how to achieve expectations

10. DISADVANTAGES
• when conducted by an organization is that there may be no room for an
individual to work in a field that would best make use of his or her
competencies
• it can be of little short-term benefit and may actually result in greater
unhappiness on the part of individual employees
• If too much emphasis is placed on 'inputs' at the expense of 'outputs',
there is a risk that it will favor employees who are good in theory but not
in practice and will fail to achieve the results that make a business
successful
• can become out of date very quickly due to the fast pace of change in
organizations