Competency Mapping

Competency Mapping

1. GROUP – 2 CHAHAT RAJ KAPOOR 21347 LAVISHA VASWANI 21310 AARTI BUTANI 21318 PRACHEE MISHRA 21359

2. FANTASTIC FOUR PRESENTS

3. Presentation On Competency Mapping

4. M E A N I N G O F Competency mapping

5. MEANING Competencies have been defined as as a cluster of related knowledge, skills & attributes that affect a major part of one’s job. If you think you can do it that’s confidence; If you do it that’s competence. – MORRIS CODE

6. MEANING It is a process through which one assess & determines one’s strength’s as an individual worker, & in some cases, as a part of an organisation . Competency mapping looks at areas like emotional intelligence, team structure, decision making. Other examples of competency include initiave , influence , result orientation , service orientation, and concern for quality. Several organisations try to understand how they could effectively utilise competencies of their employees to help employees reach their optimum growth level & also benefit the organisation in the form of increased productivity.

7. DEFINITION Competency mapping refers to the process of identifying key competencies for a particular position in an organisation , and then using it for job evaluation, recruitment, training and development. Core competencies are the few competencies that are essential for the successful performance of a given job.

8. RANKIN (2002) “Competencies are definition of skills and behaviors that organizations expect their staff to practice in work .” United Nations Industrial Development Organisation (2002) “A competency is a set of skills, related knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job.” DEFINITION

9. Competency Map: A competency map is a list of an individual’s competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan . Competency Mapping: Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role. Competency profiling : It is the process of identifying the knowledge, skills, abilities, attitudes, and judgment required for effective performance in a particular occupation or profession. Competency profiling is business/company specific. Different Concepts Of Competency Mapping

10. Forms Of Competency Competency may take the following forms: Knowledge Attitude Skill Other characteristics of an individual including: Motives Values Traits Self Concept

11. Forms of C ompetency

12. OBJECTIVES OF COMPETENCY MAPPING Competency mapping serves a number of purposes. It is done for the following functions: Gap Analysis Role Clarity Succession Planning Growth Plans Restructuring Inventory of competencies for future planning

13. NEED FOR COMPETENCY MAPPING Training and Development Recruitment and Selection Career Planning Performance Appraisal Succession Planning Compensation Replacement Planning Competency Mapping

14. Experts HR Specialists Job Analysts Psychologists Who can identify the competencies?

15. Broad categories in competency 1.Generic Competencies which are considered essential for all employees regardless of their function or level. For example - Communication, initiative, listening skills etc. 2.Managerial Competencies Competencies which are considered essential for managerial or supervisory responsibility

16. Broad categories in competency 3.Technical / Functional Specific competencies which are considered essential to perform a specific role in the organisation within a defined technical or functional area of work.

17. TOOLS FOR DEVELOPING COMPETENCIES Literature Review : A preliminary approach for defining job content and identifying required competencies is to conduct a review of the literature to learn about previous studies of the job or similar jobs. Focus Groups : In focus groups, a facilitator works with a small group of job incumbents, their managers, supervisees, clients, or others to define the job content or to identify the competencies they believe are essential for performance.

18. TOOLS FOR DEVELOPING COMPETENCIES Structured Interviews : In structured interviews, carefully planned questions are asked individually of job incumbents, their managers, or others familiar with the job. Benchmarking interviews with other organizations are especially useful in achieving a broader view of the job or determining which competencies are more universally deemed necessary for a particular job.

19. TOOLS FOR DEVELOPING COMPETENCIES Behavioral Event Interviews : In behavioral event interviews (BEI), top performers are interviewed individually about what they did, thought, said, and felt in challenging or difficult situations. The competencies that were instrumental in their success are extrapolated from their stories. Often, average and low performers are also interviewed to provide a comparison.

20. TOOLS FOR DEVELOPING COMPETENCIES Surveys : In surveys, job incumbents, their supervisors, and perhaps senior managers complete a questionnaire administered either in print or electronically. The survey content is based on previous data collection Observations : In this data collection method, the research team visits high-performing incumbents and observes them at work. The more complex the job and the greater the variety in job tasks, the more time is required for an observation.

21. Uses of Competency M apping Requirement for specific jobs Recruitment & selection of employees Exploiting HR Team Building Promotions & Growth Opportunities Self knowledge

22. Advantages of competency mapping Gives accurate results. Plays a major role in recruitment, placement & training of employees. Makes an organisation different from the other organisation due to its stratergies .

23. Problems with competency mapping Under utilisation of one’s competencies. It is time consuming & expensive.

24. Last but not the least ! A short video on our topic !