Professional Documents
Culture Documents
for
Competency Mapping and Assessment
SunRise Model
By:
Milind Kotwal
Copyright Notice:
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Up to 100 Employees
INR 10,000/-
US$ 300.00
INR 20,000/-
US$ 600.00
5. Registration shall be valid for five years and the licensing fee is payable
annually.
6. As sunrise management consulting services is still in process of
appointing regional agencies for management of the copyright license, a
special discount 50% is available to the organizations registering in the
year 2006.
7. Please contact SunRise management Consulting services for the
License.
Milind Kotwal
Director
SunRise Management Consulting Services
B-12/ 52, Vijay Nagari Annex
Waghbil Naka, Ghodbundar Road,
Thane (M. S.) India 400 607,
Tel: +91 22 5606 9219, Mobile: +91 98330 51567
Email: milind.kotwal@sunrise.net.in OR kotwalmr@rediffmail.com
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Index
Index
Foreword
Introduction
Concept of Competency
Applications of Competency Mapping and Assessment Techniques
1. Candidate appraisal for recruitment
2. Employee potential appraisal for promotion/ functional shift
3. Employee training need identification
4. Employee performance diagnostics
5. Employee self development initiatives
Understanding Job Positions
Job Factors
Data collection Instrument for Job description
Sample Job Description Document
Competency Model
Competency Map
Roles Covered and Role Definition:
Explanation of the elemental competencies
Sample Competency Map for an Engineering Organization
Competency Assessment Instruments
Competency Grading
Important Points
Process of Competency Mapping:
Refinement of Base Competency Map
Competency Map Refinement Instrument
Competency Assessment
Interview Based Assessment Techniques
First Phase of Interview
Second Phase of Interview
Third Phase of Interview
Grading system
Assessment Briefing to the candidates
Epilogue
5
6
7
10
13
14
15
16
17
18
19
20
23 = 31
32 - 38
39
39
41
42
47 87
88 - 116
117
118
119
124
126 128
129
130
131
133
135
137
141
142
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Foreword
Last few years I have been working with some of the leading consulting
organizations on the competency mapping and assessment as an engineering
industry specialist. Having worked in different organizations for over quarter of a
century I could realize tremendous potential for the tool, however I felt that the
models and method of mapping and assessment were proving to be a damper in
the realization of true potential of the tool. The tool will be greatly beneficial to the
business organizations when the business executives start using it extensively,
However to achieve this objective the methodology of mapping and assessment
needed some simplification, that is the objective of this book. We have found the
model quite effective in the organizations where we implemented it. The model is
being published in the larger interest of the Indian Industry. We also hope to
publish our consulting models on MIS, Employee performance appraisals,
Customer satisfaction study, Strategic planning, Employee satisfaction survey
and organizational diagnostic studies. I am sure that business organizations will
derive maximum benefits from the book.
Milind Kotwal
SunRise Management Consulting Services
B-12/ 52, Vijay Nagari Annex
Waghbil Naka, Ghodbundar Road,
Thane M. S. 400 607
India
Tel: +91 22 5606 9219
Mobile: +91 98330 51567
Email: milind.kotwal@sunrise.net.in or kotwalmr@rediffmail.com
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Introduction
In the modern competitive world, we as business managers are required to
improve the efficiency and effectiveness of our business operations. As there are
several factors that affect efficiency and effectiveness of operations, the
improvement is required to be carried out in every factor. We are required to
bring every factor in synchronization with other factors. TQM, TPM, BPR and
other similar initiatives provide direction to improvement in business operations.
To improve synchronization between different elements of business is an
important approach to improve effectiveness and efficiency of the operations.
The basic elements of business are:
External Elements:
1. Market
2. Public infrastructure, support facilities and services
Internal Strategic Elements:
1. Technology
2.
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Mismatch between any of the two elements give rise to wastages of time, money
and efforts, leading to loss of effectiveness and efficiency.
Manpower, technical and managerial, is the most important resource of any
organization. This most important resource is also the most difficult to manage as
no two persons are similar. Every person has different qualities, attitude, motives,
personality traits, skills, knowledge etc. which has effect on their performance at
work. Organizations, in order to facilitate excellence in the performance of the
people in the organization, are required to identify the right person for every job.
This matching between jobs and people is an important avenue for organizational
improvement efforts.
HR professionals are entrusted with the responsibility for selection, training and
development, administration, deployment support, performance appraisal and
performance diagnostics of the employees. The most important part of these
responsibilities is assessment of the individuals for their suitability for different
functional tasks, and development of their potential to be effective and excel in
the assigned tasks.
Currently most of the organizations are using personal interview, written tests and
group discussion for the purpose of assessment. However these methods have
been found to have severe limitations.
Over last century many different approaches have been employed for the
purpose of assessment. These approaches were mostly based on personality
tests/ psychometric tests. These tests have improved assessment of candidates
but still the reliability of the test results is not adequate to forecast effectiveness
of the selected candidate for the job.
Research conducted by Industrial and organizational psychologists have found
that effectiveness of a person to carry out a job depends not only single or
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isolated factors but on set of many different factors. Such set of factors that help
the possessor to be effective in a particular job is termed as competency for that
particular job.
HR function entrusted with the responsibility to find right person for every job and
development of the employed person to do the assigned job effectively, have
found competency mapping and assessment as a very effective tool.
The following pages give a very effective way of mapping competencies required
for any job and methods of assessing the competencies of the people.
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Concept of Competency
Definition:
There are many different definitions for the competency, a simplest one among
them is:
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Behavioral Indicators:
The overall competency requirement for a job needs to be understood in terms of
elemental competencies which depend upon education, knowledge, training,
experience, technical and non technical skills, attitude, personal image etc. and
some of these attributes are difficult to objectively assess and measure.
However persons with high competency for a particular task demonstrate
certain logically associated behavior which can be used to identify the
factors that make the person highly competent for the task.
As we shall see while studying the Competency Model same behavioral indicator
may be associated with different competencies. Hence presence of complete set
of behavioral indicators is indicative of the competency.
Elemental competency assessment sheets along with related behavioral
indicators are included in this book.
Another method to identify the elemental competencies required for a job is
based on analysis of the process and process activities assigned to the job. Both
the methods have their advantages and disadvantages, thus both the methods
should be used for better understanding of the competency requirements for the
job.
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based
assessment
provides
excellent
understanding
of
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training
need
identification,
remuneration
scheme
design,
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Job Factors
Job factors are distinctive characteristics of any job position. These factors can
be used to understand nature of work activities and job responsibilities for the job
position. These factors are:
1. Envisioning
2. Direction
3. Organizing and planning
4. Resources Mobilization
5. Coordination
6. Execution
7. Human Interaction
8. Technology
9. Creativity
10. Costs
11. Value addition
1. Envisioning
Whether developing vision is part of the job under study? What is the extent and
coverage of envisioning requirement? The vision may be related to market
servicing, operating arrangement, technology development, facility planning etc.
Envisioning is requirement of Leadership and Managerial roles.
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2. Direction
Whether directing business operation or policy formulation is the responsibility of
the job under study? What is the extent and coverage of direction requirement?
Formulating policy direction is requirement of Leadership and Managerial roles.
3. Organizing and planning
Whether the job involves identification of human and/ or material resources and
assigning these recourses? Whether the job involves planning and scheduling
usage of resources, controlling and monitoring usage of these resources? What
is the extent and coverage of organizing and planning? This is requirement of
Leadership and Managerial roles.
4. Resources Mobilization
Whether the job involves preparation of the resources for use? What is the extent
and coverage of resources mobilization responsibility for the job? This involves
proper instructions to be issued to all concerned, ensuring serviceability of the
resources and ensuring required consumables and inputs are available.
5. Coordination
Whether the job involves interaction with other executives to ensure
synchronization of activities for effective and efficient utilization of available
resources? What is the extent of coordination requirement of the job?
6. Execution
What are the execution activities of the job? What is the kind of skills required to
execute the activities?
7. Human Interaction
What is the nature and extent of human interaction in the job within the
organization? What is the nature and extent of human interaction outside the
organization?
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8. Technology
What is the nature of technological responsibilities for the job? What kind of
technical decisions are required to be made in discharge of the job
responsibilities?
9. Creativity
Does the job require generation of Implementable options as apart of
responsibility? What is the scope to novelty and innovation the job provides?
10. Costs
What is the cost of the job? How much organizational cost the job controls and
influences?
11. Value addition
How much value does the job adds in relation with other jobs?
Forms for the study are attached herewith for ready reference. The forms include
the ones that can be used for information capture and writing job description.
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Company Name
DCI Job Description
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Company Name
DCI Job Description
Department:
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Section:.
Checked By
Administrative
Reporting
Technical
Reporting
Any Other
Subordinates
Sr.
No.
Designation
Location
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Company Name
DCI Job Description
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Details Of Activities:
A.
Sr. No.
B.
Sr. No.
Interface Mode
Nature Of Instructions
Interface Mode
Nature Of Advice
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C.
Sr. No.
D.
Company Name
DCI Job Description
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Interface Mode
Nature of Information
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Company Name
DCI Job Description
E.
Sr. No.
F.
Sr. No.
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Document
Action Taken
Interface Mode
Nature Of Instructions
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Company Name
DCI Job Description
G.
Sr. No.
H.
Sr. No.
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Interface Mode
Nature Of Advice
Prepares Report:
Report Name
Being Sent To
Nature of Report
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Company Name
DCI Job Description
I.
Sr. No.
J.
Sr. No.
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Prepares Records:
Record Name
Mode of
Recording
Purpose of Record
Frequency
Meeting Participation:
Meeting Name
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Company Name
DCI Job Description
K.
Sr. No.
L.
Sr. No.
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Audit Participation:
Nature Of Audit
Document
Nature of Decision
Purpose
Nature Of Interaction
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Company Name
DCI Job Description
M.
Sr. No.
N.
Sr. No.
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Frequency
Nature of Activity
Frequency
Nature of Activity
Other Activities:
Activity
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Company Name
Company Name
Department
Section
Manufacturing Engineering
Position:
Industrial Engineering
ME Executive/ officer:
Management Level
Executive
Reporting To:
M. E. In charge
Subordinates
CAD operators
Role Definition
To carry out assigned manufacturing engineering tasks, with attention to quality, delivery and costs.
Required. Qualifications
Required skills
Required Training
Required Experience
Company Name
Job Responsibilities:
A) Process Responsibilities:
The ME Executive/ officer: shall be responsible for delivery of the process detail specification documents with process efficiency and cost
and other pertinent analysis as per the requirements of the production or Engineering departments and under the instructions from the
manager M.E.
b) Manpower Responsibility
He/ She shall understand the requirements of his / her subordinates to carry out their assigned activities and organize for it.
He/ She shall understand the skill requirements of his / her subordinates to carry out their assigned activities effectively and help them to
acquire such skills.
He/ She shall understand work, professional and personal conditions of each individual reporting to him / her and shall plan the work
activities for the best performance.
c) Material Responsibility
He/ She shall receive, handle, transport, store, package and deliver all the materials including raw materials, consumables, WIP, tools,
finished goods in the appropriate manner for the best utilization and minimum wastages.
d) Cost Control
He/ She shall analyze the costs of all materials under his / her custody, all activities in the shop, cost of every service that is being used,
cost of manpower that is being used and cost of operations in the shop and shall manage the activities in a way to minimize the cost of the
operations.
e) Shop and facilities maintenance
He/ She shall understand working and maintenance requirements of facilities including building, plant and machinery, equipments, tools,
jigs and fixtures, that are being used in the activities and shall plan the work and maintenance for maximizing the utilization
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Company Name
e) System planning and maintenance
He/ She shall ensure that system prepared for activities under his / her control are meticulously followed and any deviation from it
immediately recorded and informed to the concerned executives.
He/ She shall ensure that the activities required to be carried out are identified, documented and programmed.
He/ She shall record and report the continuous performance on the above activities to the concerned executives in the organization.
He/ She shall record and report all the instances that can affect company performance on quality, cost and delivery including quality non
compliances, process noncompliance, material defects, m/c and equipment functional problems, product defects etc. and shall initiate
corrective and preventive action.
He/ She shall record and report all instances of extraordinary performance and contribution from his / her subordinates and shall initiate
actions for rewarding such performance and contribution
He/ She shall record and report all instances of indiscipline, misbehavior and lack of acceptable performance of his / her subordinates to
the concerned authorities for necessary corrective and preventive actions.
He/ She shall organize, participate and contribute in the meetings for effective discharge of his / her responsibilities.
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Company Name
Facilities development
Subordinate development
System improvement
Process time
Productivity improvements
Productive Utilization
Cost of overheads
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Company Name
S NO
Job Factors
Description
Spread
Depth
Variation
Envisioning
Direction
He/ she requires to plan only the assigned jobs in consultation with
Manager
Resources Mobilization
He/ she is required to mobilize the manpower assigned to him/ her, and
the assigned machines and equipment
Coordination
Execution
He/ she has the responsibility to prepare the process documents, works
instructions, drawings and specifications for the assigned jobs.
Human Interaction
Technology
Creativity
He/ she should be creative to work out to find out different routes for the
production of different items.
10
Costs
Under preparation
11
Value addition
Under preparation
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Competency Model
To enable the readers to get clear idea of the competency mapping and
assessment we have included a complete model. This model can be directly
used for the purposes of assessment. However we advice the users to carry out
detailed mapping exercise for effective and error free use of the technique.
The mapping exercise is also explained in details in a separate chapter.
The model given in the following pages has three parts. The three parts are:
1. Sample of Competency Map
2. Competency Assessment Instruments.
3. Competency Grading Guidelines
The model is described in the following pages.
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Critical
Supporting
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Elemental Competencies
Exe.
Man.
Leader
A .Technical or Functional
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B. Managerial:
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
Developing and
effectiveness
supporting
subordinates
for
C. Human
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D. Conceptual
D1
Creative Thinking
D2
Strategic Thinking
D-3
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C. Human:
resources):
C. 1. Communication: Competency of Communication is defined as the set of
human attributes required to communicate ideas, thoughts and feelings clearly
and correctly using oral or written means.
C 2. Team Working & Interpersonal Effectiveness: Competency of
Interpersonal Effectiveness and Team working is defined as the set of human
attributes required to impact group or team working to achieve the team
objectives.
C 3. Influencing Ability: Competency of Influencing ability is defined as the set
of human attributes required to Impact the outcome of an interaction.
C 4. Achievement Orientation: Competency of Achievement orientation is
defined as the set of human attributes required to continuously seek and achieve
higher goals.
C 5. Networking Ability: Competency of Networking Ability is defined as the
set of human attributes required to maintain contact and relationship with different
people from different fields.
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The sample reproduced here was prepared for an engineering organization. The
levels of competency shown in the map may not be the same for other
organizations; however the map gives a fair idea of competency requirement for
different functions and levels.
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Competency Map
Company Name
Date
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Competency Map
Company Name
Date
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The study of job description documents revealed three distinct levels of responsibilities:
Sr
Management Levels
The competencies required for different departments and different levels of positions are listed under the different departments.
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Competency Map
Company Name
Date
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Department
Department Role
To provide product engineering, development and standardization services for the products XX, YY, ZZ
The function requires very high level of technical expertise and insight in the engineering aspect of
product and service covering not only company operations but also customers processes. The applied
research and development also requires high degree of creativity.
The function also requires thorough knowledge of research and development methodologies.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Sr Manager
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
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Competency Map
Company Name
Date
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Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
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Competency Map
Company Name
Date
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Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
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Competency Map
Company Name
Date
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Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
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Competency Map
Company Name
Date
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Department
Sales Department
Department Role
Expanding and managing sales process, ensuring availability of products at the sales counters, and
ensuring proper sales arrangements and counseling of salesmen
We had no opportunity to map and validate competencies of marketing staff.
The organizations where we did competency mapping and validation had different types of sales
processes. Hence the competency map provided is more of indicative nature and every organization
should carry out separate competency mapping
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Sr Manager
Manager
Sales Supervisor
Junior Executive
Sales Executive
Junior Executive
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Competency Map
Company Name
Date
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Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
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Competency Map
Company Name
Date
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Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
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Co ns ult ing
Page 56 of 142
Se r vic es
Competency Map
Company Name
Date
Page 57 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 57 of 142
Se r vic es
Competency Map
Company Name
Date
Page 58 of 142
Department
Quality Assurance
Department Role
To provide Inspection and testing support for Raw materials, bought out, WIP and finished goods for
delivering products with contracted specifications to the customers
The function requires high level of technical expertise and insight in the engineering aspect of product and
service covering company and vendors processes.
The function also requires thorough knowledge of research and development methodologies.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Sr Manager
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 58 of 142
Se r vic es
Competency Map
Company Name
Date
Page 59 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 59 of 142
Se r vic es
Competency Map
Company Name
Date
Page 60 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 60 of 142
Se r vic es
Competency Map
Company Name
Date
Page 61 of 142
Department
Production Shop
Department Role
To manufacture the assigned components for the assembly of the finished products, as per the planned
schedule and to the specifications.
The function requires necessary technical expertise and skills. The executives are required to ensure that
the process is being operated as per decided parameters and schedule.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Sr Manager
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 61 of 142
Se r vic es
Competency Map
Company Name
Date
Page 62 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 62 of 142
Se r vic es
Competency Map
Company Name
Date
Page 63 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 63 of 142
Se r vic es
Competency Map
Company Name
Date
Page 64 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 64 of 142
Se r vic es
Competency Map
Company Name
Date
Page 65 of 142
Department
Tool Room
Department Role
To manufacture and maintain tool, jigs, fixtures and dies required for the production process.
The function requires very high level of technical expertise and skills.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 65 of 142
Se r vic es
Competency Map
Company Name
Date
Page 66 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 66 of 142
Se r vic es
Competency Map
Company Name
Date
Page 67 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 67 of 142
Se r vic es
Competency Map
Company Name
Date
Page 68 of 142
Department
Assembly Shop
Department Role
To assemble and produce finished products to the contracted specification as per the agreed schedule
program.
The function requires technical expertise resources management capabilities.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 68 of 142
Se r vic es
Competency Map
Company Name
Date
Page 69 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 69 of 142
Se r vic es
Competency Map
Company Name
Date
Page 70 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 70 of 142
Se r vic es
Competency Map
Company Name
Date
Page 71 of 142
Department
Maintenance
Department Role
To maintain all the machines and equipments in productive conditions for maximizing their productive
availability
The function requires very high level of technical expertise and insight in the engineering aspect of
machines and equipments in use.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Sr Manager
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 71 of 142
Se r vic es
Competency Map
Company Name
Date
Page 72 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 72 of 142
Se r vic es
Competency Map
Company Name
Date
Page 73 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 73 of 142
Se r vic es
Competency Map
Company Name
Date
Page 74 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 74 of 142
Se r vic es
Competency Map
Company Name
Date
Page 75 of 142
Department
Materials
Department Role
To ensure reliable and uninterrupted supply of quality components and raw materials required for the
production of the finished goods within the target procurement, inventory, costs and price.
The function requires very high level of technical and commercial expertise, market knowledge and
business contacts.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 75 of 142
Se r vic es
Competency Map
Company Name
Date
Page 76 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 76 of 142
Se r vic es
Competency Map
Company Name
Date
Page 77 of 142
Sr. No.
Proficiency Requirement
Elemental Competencies
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 77 of 142
Se r vic es
Competency Map
Company Name
Date
Page 78 of 142
Department
Department Role
To plan, account, monitor and control expenditure and receipts to maintain smooth business operations.
The function requires very high level of financial and accounting expertise and insight in the operations of
the organization.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
General Manager
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 78 of 142
Se r vic es
Competency Map
Company Name
Date
Page 79 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 79 of 142
Se r vic es
Competency Map
Company Name
Date
Page 80 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 80 of 142
Se r vic es
Competency Map
Company Name
Date
Page 81 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 81 of 142
Se r vic es
Competency Map
Company Name
Date
Page 82 of 142
Department
Department Role
To provide human resources recruitment, development and administration support for the business
operations.
The function requires very high level of expertise and insight in the human resources aspect of business
operations.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Sr Manager
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 82 of 142
Se r vic es
Competency Map
Company Name
Date
Page 83 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 83 of 142
Se r vic es
Competency Map
Company Name
Date
Page 84 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 84 of 142
Se r vic es
Competency Map
Company Name
Date
Page 85 of 142
Department
Department Role
To provide warehousing and transportation support for Raw materials, bought out components and
finished products to facilitate business operations.
The function requires wide knowledge of facilities and resources for warehousing and transportation and
good contacts in the field.
Positions Covered and responsibility levels
Sr. No
Job Position
Responsibility Level
Manager
Sr Engineer
Junior Executive
Engineer
Junior Executive
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 85 of 142
Se r vic es
Competency Map
Company Name
Date
Page 86 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 86 of 142
Se r vic es
Competency Map
Company Name
Date
Page 87 of 142
Elemental Competencies
Proficiency Requirement
1
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D1
Creative Thinking
D2
Strategic Thinking
D-3
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 87 of 142
Se r vic es
A Publication Of
Su nR ise
Ma nag e men t
Co ns ult ing
Page 88 of 142
Se r vic es
Company Name
Competency Assessment Instrument
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
1
Company Name
Competency Assessment Instrument
Department
Section
New Appointment
Promotion
Remarks:
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
1
Development
Dignostic
Company Name
Competency Assessment Instrument
Sr. No.
Competency
Observation
A .Technical or Functional
A-1
Business Awareness
A-2
Business Skills
A-3
Technical Skills
B. Managerial:
B-1
Customer Orientation
B2
Organizing Skills
B3
B4
Planning Skills
B5
Execution Skills
B6
Analytical Skills
B7
Decision Making
B8
Delegation
B9
Leadership
B 10
Developing
and
supporting
subordinates
for
C. Human
C-1
Communication
C2
C3
Influencing Ability
C4
Achievement Orientation
C5
Networking Ability
D. Conceptual
D1
Creative Thinking
D2
Strategic Thinking
D-3
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Grade
Company Name
Competency Assessment Instrument
A .Technical or Functional :( Knowledge, Attitude, Skills related to Technical or Functional
expertise required to perform a role.
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Company Name
Competency Assessment Instrument
A 1: Business Awareness
Definition: Competency of Business Awareness is defined as the set of Human Attributes required to operate in a way that benefits the organization in business and
helps to increase profits.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
15
15
15
15
15
15
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
A 2: Business Skills
Definition: Competency of Business Skills is defined as the set of Human Attributes required to effectively perform the functional business processes.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
15
20
15
15
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
A 3: Technical Skills:
Definition: Competency of Technical Skills is defined as the set of Human Attributes required to effectively perform the functional technical activities. The technical
skills have to be primarily assessed through technical interview which should cover following points.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
15
Has
thorough
product
knowledge,
and
relationship between process parameters and
product characteristics
15
15
15
10
Aware of
processes
10
15
manpower
requirement
of
the
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. Managerial: (K A S required planning, organizing, mobilizing and utilizing resources.)
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Company Name
Competency Assessment Instrument
B 1: Customer Orientation
Definition: Competency of customer orientation is defined as the set of Human Attributes required to understand and satisfy customers needs. (Cost of satisfying
need is intentionally not considered in the set)
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
10
10
15
10
10
10
15
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 2: Organizing Skills
Definition: Competency of organizing is defined as the set of Human Attributes required to establish, nurture and troubleshoot organizational processes and
relationships for effective delivery of objectives.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
15
15
15
15
10
10
10
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B 3: Cross functional Perspective
Definition: Competency of Cross functional perspective is defined as the set of Human Attributes required to understand own job in relation with other functions
within the organization.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
20
20
20
20
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B 4: Planning Skills
Definition: Competency of Planning is defined as the set of Human Attributes required to understand interrelationships and requirements of different activities to be
performed to achieve the desired objectives.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
Aware about
availability
10
10
10
10
10
10
10
10
10
resource
Observed Evidence
10
requirements
and
10
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 5: Execution Skills
Definition: Competency of Job execution is defined as the set of Human Attributes required to carry out the assigned activities to the satisfaction of the customer cost
effectively.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
10
10
consumables,
10
15
10
15
20
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 6: Analytical skills
Definition: Competency of Analytical skills is defined as the set of Human Attributes required to understand and interpret the data and information.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
15
15
10
10
15
15
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 7: Decision Making
Definition: Competency of decision making is defined as the set of Human Attributes required to decide the course of action under any situation.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
15
20
20
15
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 8: Delegation
Definition: Competency of delegation is defined as the set of Human Attributes required to effectively empower subordinates for their assigned responsibilities.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
Gives clear
subordinates
Knows progress
subordinates
10
15
15
and
precise
of
tasks
of
self
Observed Evidence
10
15
instructions
to
15
10
entrusted
to
10
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 9: Leadership (Taking Charge)
Definition: Competency of Leadership is defined as the set of Human Attributes required to take responsibility for accomplishing the desired objectives.
Grade
Total Marks
Sr. No.
Behavioral Indicator
and
Max. Marks
Commands
respect
subordinates
confidence
of
20
15
20
15
10
Observed Evidence
20
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
B. 10: Developing and supporting subordinates for effectiveness
Definition: Competency of Developing and supporting subordinates for effectiveness is defined as the set of Human Attributes required to enable the subordinates to
be effective in the assigned job and contribute to the organization.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
20
20
Ensures
uninterrupted
working
for
the
subordinates by removing attention, time and
resources diversions
20
Provides
feedback
improvements
20
and
counseling
for
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
C. Human: (KAS required motivating, utilizing and developing human resources)
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Company Name
Competency Assessment Instrument
C. 1: Communication:
Definition: Competency of Communication is defined as the set of Human Attributes required to communicate ideas, thoughts and feelings clearly and correctly using
oral or written means.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
Is fluent in speaking
15
15
15
15
15
15
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
C 2: Team Working & Interpersonal Effectiveness:
Definition: Competency of Interpersonal Effectiveness and Team working is defined as the set of Human Attributes required to impact group or team working to
achieve the team objectives.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
15
15
15
15
10
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
C 3: Influencing Ability:
Definition: Competency of Influencing ability is defined as the set of Human Attributes required to Impact the outcome of an interaction.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
20
15
10
10
10
15
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
C 4: Achievement Orientation:
Definition: Competency of Achievement orientation is defined as the set of Human Attributes required to continuously seek and achieve higher goals.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
Accepts challenges
20
20
20
20
20
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
C 5: Networking Ability:
Definition: Competency of Networking Ability is defined as the set of Human Attributes required to maintain personal relationships with large number of people.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
20
20
20
20
10
10
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
D. Conceptual (Ability to visualize the invisible, think at abstract levels and use the thinking to
plan future business.
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Company Name
Competency Assessment Instrument
D 1: Creative Thinking
Definition: Competency of customer orientation is defined as the set of Human Attributes required to generate solutions.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
25
25
25
25
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
D 2: Strategic Thinking
Definition: Competency of Strategic Thinking is defined as the set of Human Attributes required to visualize near and distant future conditions and develop
appropriate organizational response.
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
25
25
10
20
20
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Company Name
Competency Assessment Instrument
D 3: Tolerance to non conformity, non compliance and uncertainty
Definition: Competency of Tolerance to nonconformity, noncompliance and uncertainty is defined as the set of Human Attributes that keep the person at ease under
any situation
Grade
Total Marks
Sr. No.
Behavioral Indicator
Max. Marks
15
15
15
Does not
decisions
unprecedented
20
20
15
hesitate
to
take
Observed Evidence
Remarks:-
Assessor:
Assessment Date:
SunRise Management Consulting Services 2005
Allotted Marks
Competency Grading
Even though we might like that every employee to have maximum level of each
of the required competency it is practically not possible, hence we have defined
the levels of competencies as under:
Level
Interpretation
% Range
0 to 36
37 to 50
51 to 63
64 to 74
75 to 84
results)
6
85 to 92
93 to 100
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Important Points
Some important points that must be remembered while studying competency are:
1. Job competency depends on many factors like organization culture, work
environment and pressures, management system, market conditions,
process, attitude of other staff etc. All these factors need to be studied for
developing competency map for any organization.
2. There can be more than one set of elemental competencies that can
be effective for a job; however every set may not be desirable for
any
organization.
careful
study
of
present
and
desired
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Process
1. Introduction
In the first session of the workshop, the facilitator shall discuss objective of the
workshop and explain the concept and practice of Competency Mapping and
assessment.
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and
responsibilities,
processes
participated,
critical
factors
for
performance, and criticality of the job etc. and shall facilitate discussion among
the participants with respect to the job factors.
After the participants develop adequate clarity about the job activities and
responsibilities, every participant should be asked to identify the eight most
important competencies from the list of twenty one elemental competencies in the
sequence of their importance and criticality.
The facilitator should initiate a discussion among the participants on the relative
importance of elemental competencies for the job and should finalize the list of
core elemental competencies. The objective is to identify up to ten most
important elemental competencies for each of the job from the list of twenty one
elemental competences and divide them into two groups core competencies and
supporting competencies.
5. Minimum Acceptable level of competency
To decide minimum acceptable level of each of the competency following rules
are helpful.
Minimum Required Competency level
Critical Competencies
Supporting
Competencies
Executive
Managerial
Leader
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the
finalized
model
interaction,
employee
activities
and
related
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Section
Department
Process
Criticality
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Note: Cover every activity from preparation, initiation, to closing/ end of the task.
1
2
3
4
5
6
7
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Indicated Elemental
Competency
Competency Assessment
The competency mapping and assessment technique should be used for
enhancing organizations competency to serve its customers.
There are many tools available for the purpose of competency assessment which
includes specialized interview techniques, written tests, open group discussions,
role play discussions, work activity techniques, in basket exercise, case study
analysis, games etc. Many of these specialized tools require rigorous training for
their effective use. Also the assessors are required to regularly hone their
assessment skills to maintain their expertise. These limitations make it difficult for
functional executives to make effective use of specialized assessment tools and
techniques.
Getting external assessors is also not a reliable option as the assessor is
required to possess good knowledge of industry, function, environment, business
process, business practices and industry vocabulary as these factors greatly
influence the assessment. The assessors from outside the organization may take
very long to understand precise requirements of the organization and can
misjudge on assessment. Also cost of assessment with the help of outside
assessors puts severs limitations on effective application of competency based
techniques, making it available only for selective use
We recommend use of interview techniques for assessment purpose as any
functional executive can understand and master this technique. As these
executives have necessary industry exposure they can very effectively use
competency techniques for assessment and development.
The interview assessment technique in explained in the following pages.
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Groundwork
Phase 2.
Phase 3.
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events
assignments
relationships
projects
achievements
programs
failures
issues
interactions
you
carried
out
some
improvement
projects
in
organization?
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your
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Grading system
The model provides very precise and clear grading system for the competency
assessment.
Every competency covered in the model has number of behavioral indicators
listed against it. Also every indicator has a relative weight or maximum marks
given against the behavioral indicator.
Assessor is required to allot marks against each of the behavioral indicators
depending on the evidence. The general principles for marking are given here
below:
a. Assessors are required to check for presence (+ve) as well as absence (ve) of the listed behavioral indicators for assessment.
b. Assessors shall allot points for each of the behavioral indicator from
maximum points indicated against each of the indicators.
c. Presence of only ve indicators, the candidate qualify for nil points
d. Presence of equal +ve as well ve indicators qualify the candidate for 40
% of the points. An assessor is expected to exercise discretion to weigh
the evidence for allotting the points.
e. In absence of +ve or ve evidence for any one of the behavioral indicator,
assessor should check for evidence for other behavioral indicators. If
other indicators are present marks should be allotted to maintain the
percentage. If there is no evidence for any of the behavioral indicators 50
% marks should be allotted.
f.
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g. Evidence of strong +ve indicators qualify the candidate for 70% of the
points. Assessor is expected to use his discretion to allot marks from 50%
to 70%.
h. Evidence of strong +ve indicators, and evidence of +ve results qualify the
candidate for 80% of the points
i.
j.
Notes:
1. Please take detailed notes of the interview questions and answers
2. A format for interview note taking is attached in the annexure
3. Provide pages for note taking to the interviewee
4. Avoid suggestive questions, always use simple and plain language for
framing the questions
5. Ensure that the interviewee has understood the question
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-ve
+ve
+ve
Competency
indicators
indicators
Results
Consciousness
Strong
Nil
0%
Light
Light
40%
% Points
50%
behavioral indicator *
Nil
Light
50%
Nil
Strong
70%
Nil
Strong
Strong
80%
Nil
Strong
Strong
90%
Nil
Strong
Strong
Yes
100%
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After the interview is over, marks assigned to each of the behavioral indicators
are added to get the level of the competency. Based on the total of marks scored
for each of the behavioral indicators for a elemental competency, competency
level can be worked out as given in the table below.
% Range
Level
Interpretation
0 to 36
37 to 50
51 to 63
64 to 74
75 to 84
85 to 92
93 to 100
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Epilogue
The power of this tool lies in integrating it with organizational culture and
systems. To achieve this objective the process of mapping and assessment has
been simplified and standardized.
We would be greatly obliged if practitioners of competency mapping and
assessment share their experience with us, and we promise to share our
experience in return.
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