8/14/2019 Competency Mapping - Hr Horizion
1/22
OMPETENCY MAPPING,Y
.ASHMI SIBI CHAKROBORTY
8/14/2019 Competency Mapping - Hr Horizion
2/22
!!!STATISTICS
Research indicates that
Source of 50% of job performance
problems is that people are in the
wrong job.
25% of on-the-job performance problems
is the inability to identify the gaps
between the competencies of the
person and the requirements of the job.
8/14/2019 Competency Mapping - Hr Horizion
3/22
COMPETENCY
A Competency is an underlying characteristic of a person
which enables him /her to deliver superior performance in a
given job, role or a situation.
Boyatzis (1982) definition of competency and states that a
job competency is an underlying characteristic of an
employeei.e., motive, trait, skill, aspects of ones self-
image, social role, or a body of knowledge which results
in effective and/or superior performance in a job.
They encompass SKA, which affect or determine an
individuals ability to perform.
8/14/2019 Competency Mapping - Hr Horizion
4/22
8/14/2019 Competency Mapping - Hr Horizion
5/22
The Competencies can be used in the area of :
Assessment during recruitment
Assessment during further development
As a profile to guide future development needs;
succession planning and promotion; organizational
development analysis.
When should competencies be used
8/14/2019 Competency Mapping - Hr Horizion
6/22
vPeople have to know their respective
* key competencies
* Roles
vAddress 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?
vPeople have to know about competencies which help them deliver
better to customers
vAddress organizational / business needs* High performance
* Expectation management on career and prom
* Higher productivity with improved skills
v
v
WHY DO WE NEED IT?????
8/14/2019 Competency Mapping - Hr Horizion
7/22
The slowing economy around the world has put new and increased pressure on an
organisation capability to get more out of the available resource they have, and this
often translates into pressure on the individual employees. That is where it is
important to correlate performance result with competencies. This is where
competency mapping has risen high up in the priority list for many organizations to
have the best quality manpower working with them if they are to tide over the
financial crisis
NEED FOR THE HOUR
8/14/2019 Competency Mapping - Hr Horizion
8/22
OMPETENCYMAPPING Competency Mapping is a process of identifying the key competencies
for an organization and/or a job and incorporating those
competencies throughout the various processes (i.e. job evaluation,
training, recruitment) of the organization
8/14/2019 Competency Mapping - Hr Horizion
9/22
Respondents are asked to relate specific
incidents, which highlight exemplary behaviours
in critical situations. This is based on the
assumption that the best and the worst of a
person surfaces in a crisis. CIT is a flexible
method .
COMPETENCYTECHNIQUES
Critical incidenttechnique
8/14/2019 Competency Mapping - Hr Horizion
10/22
Repertory Grid Analysis The repertory grid is a technique for identifying the ways that a person construes his or her
experience. It provides information from which inferences about personality can be made,
but it is not a personality test in the conventional sense.
A grid consists of four parts.
1. A Topic: The topic on a particular job for which the competency analysis is done.
2. A set of Elements - identify important attributes for a particular job. 3. A set of Constructs: for each attributes, a bipolar scale is established with
differentiable characteristics and their opposites. Ex: Good v/s Poor, Extrovert
v/s Introvert.
4. A set of ratings of Elements on Constructs. Each attribute is rated between the two
extremes of the scale using a 5- or 7-point rating scale system
this is done repeatedly for all the constructs that apply and statistical analysis from simple
counting to more complex multivariate analysis is made simple.
8/14/2019 Competency Mapping - Hr Horizion
11/22
IMPLEMENTATION
ENCYFRAMEWORK
ompetencies (Organization wide
ess COMPETENCY FRAMEWORK
Competencies (project driven)
ompetencies (Role wise)
COMPETENCY IDENTIFICATION
1.Identification process (4 steps)
2.Consolidation of checklist
3.Rank Order and finalization
4.Validation and Benchmark
COMPETENCY ASSESSMENT
1.Psycho-metric tool
2.360 Degree approach
COMPETENCY DEVELOPMENT
1.Maturity framework & matrix
2.Areas of improvement
3.Action Plan
COMPETENCY MAPPING
1.Strategy-Structure Congruence
2.Structure Role Congruence
3.Vertical & horizontal Role linkages
4.Positioning to bring in competitive advanta
INTEGRATION OF HR FUNCTION
1.PMS 5. R&S
2.CP & CD 6. RS
3.SP & SD
4.T&D
8/14/2019 Competency Mapping - Hr Horizion
12/22
Individual Competency Analysis
C A l i
8/14/2019 Competency Mapping - Hr Horizion
13/22
Competency Analysis
Do an Individual analysis for each of the competencies.
Combine Individual competencies into one chart to see to overall areas of
strengths and development with Rating (points) and comments
Combine all individuals according to division for overall strengths and
development with rating and comments
8/14/2019 Competency Mapping - Hr Horizion
14/22
Evaluate Development Plan
Self-Rating or 3rd Party Rating: 1-5 is established.
0 = behaviornotobserved (N);
1-2 = incomplete (tangible results or outputs are not observed,
missing or partially complete)(I);
3 = meets basic competency - tangible results or output are visible) (B);
4-5 = meets advancedcompetency- advanced tangible results or outputs are
visible (A)
Individual Competency Analysis
8/14/2019 Competency Mapping - Hr Horizion
15/22
Development Plan of TrainingExecutivefor Training Competency
Trainers Name: ______________________________ Date:_____________________
A = meetsadvancedcompetency (advanced tangible results or outputs are
visible)
B = meetsbasiccompetency (tangible resul ts or outputs are visible)I = incomplete(tangible results or outputs are not observed, missing or partially complet
N = behaviornotobserved (not competent)
Trainer or Instructor
Competency
Advanced Results or Output
Self-Rating 3rdParty Rating
1. Prepares forinstruction
Management partnershiptraining course announcement
Pre-work assignments
Room set-up diagram
Training equipment materials
2
4
Step 1. Evaluate Competency
-4 5
3-1 2
0
4
3
4
8/14/2019 Competency Mapping - Hr Horizion
16/22
Step 2. Calculate Competency Score
12. Handlesproblem
Changed learner behavior
13. Managesappropriate
use of
technology
Use of technology
14. Promoteslearningtransfer
Transferred learning is used onthe job
15. Conducts
learning online
Completed lessons
16. Recommendscoursemodifications
Written recommendations forchanges
% Total of competencies Observed (total score) 36/90 = 45%
% Total required for competence (0-1) 4/16 = 25%
Trainer or Instructor
Competency Advanced Results or Output
Self-Rating 3rdParty Rating
3
2
5
41
1
3
4
5
2
1
15/25 = 60%
1/5 = 20%
8/14/2019 Competency Mapping - Hr Horizion
17/22
8/14/2019 Competency Mapping - Hr Horizion
18/22
Individual Competency Analysis (Level 2)
Name Division
Competency Analysis
Areas Need to Improve (A)
(Below 50%)
Areas that Perform Averagely (B)
(50%-70%)
Areas that doing well (A)
(Above 70%)
Level 1
Training
Coaching
Facilitating
Corse Designing
Coordinating
Total
Level 2
Planning &
Organizing
Staffing
Budgeting
Project
Management
Internal
Consutling
Total
Individual Analysis (Level 2)
8/14/2019 Competency Mapping - Hr Horizion
19/22
8/14/2019 Competency Mapping - Hr Horizion
20/22
!!!DVANTAGES Competencies help..
q companies raise the Bar of performance expectations
q teams and individuals align their behaviours with key
organisational strategy
q each employee understand how to achieve stated expectations
Competency based recruitment.
Competency based performance appraisal.
Competency based training.
Competency based developed
Competency based pay.
q
8/14/2019 Competency Mapping - Hr Horizion
21/22
CONCLUSION
q Competency mapping is not rocket science, but it can be as explosive in terms of re-
energizing employees and building a
dynamic organization. Competency model
are not ends in themselves. Competency
based HRM have the capacity to actually
drive Organizational change rather simply
enabling change to take place.
8/14/2019 Competency Mapping - Hr Horizion
22/22
THANK YOU
Top Related