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A Competency is an underlying characteristicof a person which enables him /her to deliversuperior performance in a given job, role or asituation.
What is Competency
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COMPONENTS OF COMPETENCY
SKILLS capabilities acquired through practice
KNOWLEDGE
BEHAVIOR
PERSONAL
ATTRIBUTES
understanding acquired through learning
inherent characteristics which are brought to the
job, representing the essential foundation upon
which knowledge and skill can be developed
The visible demonstration of some competency,
skill, knowledge and personal attributes
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Set of SKILLS
Relates to theability to do,
Physical domain
Attribute
Relates to
qualitativeaspects
personal
Characteristics or
traits
KNOWLEDGE
Relates to information
Cognitive Domain
COMPETENCY
Outstanding
Performance of tasks
or activities
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INTRODUCTION
Competency Mapping is processes of identifying keycompetencies for an organization or a job and
incorporating those competencies throughout the
various processes (i.e. job evaluation, training,
recruitment) of the organization.
According to Boyatzis (1982) A capacity that exists in
a person that leads to behaviour that meets the job
demands within parameters of organizationalenvironment, and that, in turn brings about desired
results
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Who can do competency mapping?Competency mapping is a task which can be done by
many people. Now days all Management schools and
those specializing in HR train the students incompetency mapping. Any Masters in Management or
Social Sciences or an Employee with Equivalent
Experience and training can develop these
competencies.
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COMPETENCY MODEL
A competency model is a valid, observable, and
measurable list of the knowledge, skills, and attributes
demonstrated through behavior that results in
outstanding performance in a particular work context.
Organizational Approaches Models
.HR Systems Approaches Models
Team Approaches Models
Individualistic Models
COMPETENCY MODELS:-
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Alignment of HR systems
CompetencyModel
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Competency - Broad Categories
Generic CompetenciesCompetencies which are considered essential for all employees regardless
of their function or level.
e.g.: Communication, initiative, listening etc.
Managerial CompetenciesCompetencies which are considered essential for employees with
managerial or supervisory responsibility in any functional area including
directors and senior posts.
e.g.: decision making, team leadership etc.
Technical / Functional
Specific competencies which are considered essential to perform any job in
the organization within a defined technical or functional area of work.
e.g.: Human Resources, Engineering etc
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COMPETENCY MAPPING PROCESS:
There are about five stages while performing competency mapping.
FIRST STAGE:
The first stage of mapping requires understanding the vision and mission of the
organization.
SECOND STAGE:Second stage requires understanding from the superior performers the
behavioral as well as the functional aspects required to perform job effectively.
THIRD STAGE:
Third stage involves thorough study of the Structured Interview Reports.
Identification of the competency based on competency frame work.
Measurement of competency.
Required levels of competency for each job
Development of dictionary which involves detail description of the
competency based on the indicators.
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FOURTH STAGE:
a. This stage requires preparation for assessment.b. Methods of assessment can be either through assessment centers or 360
Degree Feedback
c. If assessment centre is the choice for assessment then tools has to be ready
beforehand
FIFTH STAGE:
This stage involves conducting assessment centre. Usually it is a two day
program which would involve giving a brief feedback to the participant about
the competencies that has been assessed and where they stand to.
SIXTH STAGE:
Sixth stage involves detailed report of the competencies assessed and also the
development plan for the developmental areas.
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ADVANTAGES OF COMPETENCY MAPPING
Improved job satisfaction and better employee retention
Increase in the effectiveness of training and professional
development programs because of their link to successcriteria.
Provides a common understanding of scope and
requirements of a specific role
Help companies raise the bar of performance expectations
Help teams and individuals align their behaviors with key
organizational strategies
FOR THE COMPANY :-_
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ADVANTAGES OF COMPETENCY MAPPING
Identify performance criteria to improve the accuracy and ease of
the selection process
Provide more objective performance standards
Easier communication of performance expectations
Provide a clear foundation for dialogue to occur between the
managers and employees and performance, development and
career-oriented issues
FOR MANAGERS:-
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Role of Competency in Recruitment & Retention
Competency mapping can play a significant role inrecruitment and retaining people as it gives a more
accurate analysis of the job requirements, the
candidates capability, of the difference between the
two, and the development and training needs to bridgethe gaps.
Competency based interviews reduce the risk of
making a costly hiring mistake and increase thelikelihood of identifying and selecting the right person
for the right job.
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Disadvantages of Competency Mapping
1.There might be no room for employees to work in their field of expertise.
2. may actually result in greater unhappiness on the part of individual
employees.
3. Will favor employees who are good in theory but not in practice and will
fail to achieve the results that make a business successful.
4. They can become out of date very quickly due to the fast pace of change
in organizations and it can therefore be expensive and time consuming to
keep them up-to-date.
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Competency Mapping at L&T Infotech
L&T Infotech has a successful competency based HR system.
Recruitment, training, job rotation, succession planning and
promotions all are defined by competency mapping. Nearly all
the HR interventions are linked to competency. Competencies areenhanced through training and job rotation. In L&T people who
have gone through job rotation undergo a transformation and get
a broader perspective of the company. For instance a person
lacking in negotiation skills might be put in the sales or purchase
department for a year to hone his skills in the area.
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