COMPETENCY MAPPING 1 ‘Best organs succeed not because of people but because they have right people’. 2. Modern orgns. realized that: HR is the most valuable resource Success depends on their performance 3. Role of capability 4. Role of opportunity 5. What is competency? K S A

a) It is not visible b) Observable behaviour c) Can be seen at different levels Steve Garette defined competencies as “Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in an orgn. Success factors are combinations of knowledge, skills and attributes that are described in terms of specific behaviours and are demonstrated by superior performance in those jobs or work roles. Attributes include– personal characteristics, traits, motives, values, or ways of thinking that impact on individual ‘s behaviour”

Personal drive Analytical power Strategic thinking Creative thinking Decisiveness Commercial judgment Team management and leadership Inter personal skills Ability to communicate Ability to adapt and cope with change and pressures Ability to plan and control projects

Competency is underlying characteristics required to perform a given task or activity or role. What is competency Mapping ? Determination of the extent of competencies possessed. Problem solving Working under stress Anticipating threats Innovation Resourcefulness Initiative Adjustable

Def :Competency mapping is the process of identifying key competencies for a particular position in an orgn. and then using it for job evaluation , recruitment , training and development, PFM, SP which results in talent induction ,management development appraisal and in identifying training needs It is to be done to all positions in the orgn. Use the same for PFM ie to improve performance through HR applications like : HRP Recruitment and selection Trg and Dev Career development

Setting Standard Compare with std. Identify Trg needs Human asset Right match of competencies Use of competencies Competency based H R Practices Competency mapping and Development Behavioural Technical Emotional Conceptual

Take the help of Psychometric tests to know the level of competencies Myers Briggs Type Indicators (MBTI) Managerial Assessment of Proficiency (MAP) Thomas DISC Profiling Benefits: It is a prerequisite to successful institution of PMS It provides structured and documented procedures Helps to recruit competent people Enables to reduce the cost of training & development Avoids performance failures Helps to bench mark higher level of performance Help to assign right job to right people Helps to provide input for gap analysis for improving performance

Process: Map competencies Identify competencies Analyse competency gaps Decide Methods of competency mapping A) Past performance –based approach Identify the position to be mapped Identify out standing, Average and below average performers Interview by using BEI (Behavioural Event Interview ) Generate the list of competencies needed( for out standing performers ) and not needed( for average and below average performers)

B) Job focused method In this method the central point is the task, role or profile of the job holders Use of position information questionnaire This method includes: Understanding the purpose of the job Asking job holder to list out major activities and responsibilities of the job Mapping each accountability or major task C) Value based method 1 Normative 2 Cultural 3 Traditional values of the orgn. to construct competencies Pronouncements of CEO / HR head Top leaders structured dialogue process