2. WHAT IS COMPETENCY MAPPING?
Competency mapping involves the process by
which we determine:
The nature and scope of a specific job role, the
skills required, the level of knowledge required,
and the behavioral capacities required to apply
those skills and knowledge in that role.
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.
3. DEFINITION
Competency can be defined as the process of
identifying key attributes and skills for each
position and process with in the company.
4. CHARACTERISTICS OF INDIVIDUAL
IN COMPETENCY
Motive: Underlying need or thought pattern that drives,
directs and selects an individuals behavior. Eg need for
achievement
Trait: A general disposition to behavior responds in a
certain way, for instance with self-confidence, self-control,
stress resistance
Self-concept: What they think they value, what they
think they do or interested in doing
Knowledge: Content knowledge
6. PROBLEM WITH COMPETENCY
MAPPING
A problem with competency mapping, especially
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.
7. WHO CAN IDENTIFIES THE
COMPETENCIES?
Experts
HR Specialists
Job Analysts
Psychologists
8. METHODS USED IN COMBINATION FOR
COMPETENCY MAPPING
Interviews
Group work
Task Forces
Task Analysis work Shops
Questionnaire
Use of job description
11. 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
12. BROAD CATEGORIES IN
COMPETENCY
Technical / Functional
Specific competencies which are considered
essential to perform a specific role in the
organisation within a defined technical or
functional area of work.
13. COMPETENCY BASED
RECRUITMENT
Competency based recruitment processes reduce
the chances of a costly hiring mistake and
increase the likelihood of identifying and
selecting the right person for the right job
14. COMPETENCY BASED
PERFORMANCE APPRAISAL
Competencies enable
establishment of clear high performance
standards
Collection and proper analysis of factual data
against the set standards.
Conduct of objective feedback meetings
direction with regard to specific areas of
improvement
15. COMPETENCY BASED
TRAINING
Opportunity to identify/ develop specific training
programmes
Focused Training enabling improvement in
specific technical and managerial competencies
16. COMPETENCY BASED
DEVELOPMENT
Competencies
enhances the understanding of ‘development’
and the individual gets the necessary tools to
take responsibility for their own ‘development’
give the managers a tool to empower them to
develop people
17. COMPETENCY BASED PAY
Provide an incentive for employees to grow and
enhance their capabilities