Post on 28-Oct-2014
description
COMPETENCY MAPPING
Jagdeep Kaur (Vice President)HR Globe Consultingwww.hrglobeconsulting.com
CONCEPT OF COMPETENCY MAPPING
Personal Characteristics
Behavior Job Performance
Motive, Trait, Self-Concept & Knowledge
CRITERIA TO MEASURE COMPETENCY & PERFORMANCE
Competency
Effective PerformanceSuperior Performance
Performance
Threshold Competencies Differentiating Competencies
THRESHOLD V/S DIFFERENTIATING COMPETENCIES
Must have in the job
Distinguishes superior from average performer
NEED FOR COMPETENCY MAPPING
Long learning curves & Lack of
succession planning
High Turnover & Low
retention
Poor Performance
Unrecognized training needs
Want for Organizational
change
STEPS IN DEVELOPING A COMPETENCY BASED SELECTION SYSTEM
Develop Competency Model(s) for Target job(s)
Select / Develop Assessment Methods
Train Assessors in the Assessment Method
Assess competencies of candidates for jobs
Make job-person match decisions for selection, placement and promotion
Validate Selection System
Develop a Competency based job and person database and Matching System
PERFORMANCE MANAGEMENT SYSTEM (PMS)
Pre-requisite steps
Organization Strategy
Organization Objectives
Manager/Work Unit Objective
Performance Planning
Performance Management
Start of Period
During the Period
End of Period
Definition of Job ResponsibilitiesGoal Setting
Performance Appraisal
COMPETENCY BASED PMS
MIXED MODEL
Need for Competency based PMS
Unfair Appraisal System
Non-serious Performance
Appraisal
Employees rated PMS worthless
Low impact of PMS on Actual Management
Inflated Performance
Ratings
APT Situations for“MIXED MODEL” Performance + Competency PMS
Uncertain Environments
Self Managing Teams
Qualitative/Process Service Jobs
Changing Organizational Strategy or Markets
TOOLS FOR COMPETENCY MAPPING
360 degre
e feedb
ack
Assessmen
t Centr
es
THANK YOU