1. COMPETENCY MAPPING ASSESSMENT & DEVELOPMENT BY : SUBHASHIS CHATTERJEE Sr. MGR (PERSONNEL)

2. COMPETENCY MAPPING RESEARCH INDICATES THAT : Source of 50% of job performance problems is that people are in the worry of job. 25% of on the job performance problems is the inability to identify the gaps between the competencies of the person and the requirement of the job.

3. THE ROLE OF COMPETENCY MAPPING To identify the key competencies for an organization & a job, and incorporating these throughout various processes like : job evaluation training recruitment

4. DEFINATION OF COMPETENCY A capacity that exists in a person that leads to behavior that meets the job demands within parameters of organizational environment, and that in turn brings about desired results.

5. COMPETENCY vs. COMPETENCE Competency : a person related concept that refers to the dimensions of behavior lying behind competent performer. Competence : a work related concept that refers to areas of work at which the person is competent. Competencies : often referred as the combination of the above two.

6. COMPONENTS OF COMPETENCY SKILL --- capabilities acquired through practice. It can be financial skill such as vetting or a verbal skill like making a presentation. KNOWLEDGE --- understanding acquired through learning. It is what people have to know to be able to perform a job.

7. COMPONENTS OF COMPETENCY PERSONAL ATTRIBUTE Inherent characteristics which are brought to the job representing the essential foundation upon which knowledge and skill can be developed. BEHAVIOUR The observable demonstration of competency, skill, knowledge and personal attribute.

9. COMPETENCY MODEL Competency model is a set of competencies that includes the key behaviors required for excellent performance in a particular role.

10. DESIGN DECISION In terms of general design competency model should be guided by organisations strategy which is shaped by four factors : Mission and vision Stakeholders requirement Market realities Core capabilities of the firm

11. FACTORS FOR DESIGNING COMPETENCY MODEL Context Level of orientation Level of complexity Model should be linked to strategy Model should be company specific Model should be flexible Model should be future oriented

12. MAPPING PROCESS Stage I This requires the understanding the mission & vision of the organization. Stage II Understanding from the superior performer the behavioral & functional aspects required to perform job effectively.

13. MAPPING PROCESS Stage III 1.Identification of competency. 2.Measurement of competency. 3.Required level of competency for each job family. 4. Detailed description of the capacity based on the indicator. Care should be taken that the indicators should be measurable and gives objective judgment.

14. MAPPING PROCESS Stage IV This stage requires preparation for assessment. Method of assessment either through assessment Centre or 360 degree feedback. If assessment centre is the choice for assessment then tools to be ready beforehand : 1.Tools should objectively measure the entire competency required. 2.Determine the type of the tools for measuring competency. 3.Prepare the schedule of assessment. 4.Training to the assessor should indicate their through understanding of the competencies and the tools and also how the behavior has to be documented.

15. MAPPING PROCESS Stage V This involves giving a brief feedback to the employees about the competencies that has been assessed and where they stand. Stage VI Detailed report of the competencies assessed and also the development plan for the development areas.

17. BENEFITS USING COMPETENCY MAPPING MODEL For the company  reinforce corporate strategy, culture and vision.  establish expectation for performance excellence resulting systematic approach to professional development.  increase the effectiveness of training.  provide a common understanding of the scope & requirement of a specific role.

18. BENEFITS USING COMPETENCY MAPPING MODEL For managers o identify performance criteria to improve the accuracy & ease of hiring & selection process. o provide more objective performance standard. o clarify standards of excellence for easier communication of performance. o provide a clear foundation for dialogue to occur between the manager & employee about performance, development and career related issues.

19. BENEFITS USING COMPETENCY MAPPING MODEL For employees  identify the success criteria required to be successful in their role.  provide development tools and methods for enhancing their skill.  provide the basis for a more objective dialogue with their managers.  support a more specific & objective assessment of their strength.

20. CONCLUTION Inadequate Role competencies Two Options 1. develop the competencies within a timeframe. 2. quit the role. NO OPTION OTHER THAN TO PERFORM.

21. “ YOU SEE, ALL THE RIGHT THINGS ARE WRITTEN IN BOOKS AND RESEARCH PAPERS. THE TRICK IS TO ENSURE THAT THERE IS NO GAP BETWEEN WHAT IS WRITTEN IN THE BOOKS AND YOUR VISION, FROM WHAT IS HAPPENING ON THE SHOP FLOOR AND WHAT IS GOING ON IN THE MARKETPLACE. THAT IS EXECUTION. THAT IS WHAT MAKES THE DIFFERENCE.” MUKESH AMBANI

22. THANK YOU