1. 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

2. 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”

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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)

9. 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