COMPETENCY

MAPPING
MADE BY GROUP 4:
Deepinder Singh 17P193
Shivika Dalmia 17P196
Jeet Mohapatra 17P200
Madhur Vashist 17P203
Srishti Gupta 17P229
Tushar Pansari 17P231
INTRODUCTION
Competency mapping identifies an individual's strengths and weaknesses.
The aim is to enable the person to better understand himself or herself and
to point out where career development efforts need to be directed.
Competencies are derived from specific job families within the organization
and are often grouped around categories such as
Strategy
Relationships
Innovation
Leadership
Risk-taking
Decision-making
Emotional intelligence
STEPS INVOLVED IN COMPETENCY
MAPPING
1. Conduct a job analysis by asking incumbents to complete a position
information questionnaire (PIQ).
2. Using the results of the job analysis, a competency based job
description is developed.
3. With a competency based job description, competencies are mapped
throughout the HR processes.
4. The competencies of the respective job description become the factors for
assessment on the performance evaluation.
5. Taking the competency mapping one step further, the results of the
evaluation can be used to identify in what competencies individuals need
additional development or training.
ROLE OF COMPETENCY MAPPING
To identify the key strengths and weaknesses of an individual employee and
help them align with the values and ethics of an organization
The most important use of competency mapping is in recruitment and
selection.
Using a competency mapping design, the key performance areas can be
improved by gaining an insight into the gap between the actual and the
desired results.
Competency mapping establishes a level of objectivity that encourages
open communication between management and employees.
BENEFITS OF COMPETENCY MAPPING
EMPLOYERS
Ensures that organization-funded
training activities are cost effective
Enables employees to achieve a
high level of competence in an
efficient manner
Reduces cost overruns caused by
poor performance
Clarifies job standards for
performance appraisals
Outlines employee development
and promotional paths within the
organization
EMPLOYEES
Increases the potential for job
satisfaction
Provides clear direction for
learning new job skills
Enables employees to be more
proactive beyond their individual
roles
Gives employees insight into the
overall strategy of their team,
department, and organization
Provides a mechanism for the
recognition of employees abilities
CATEGORIES OF COMPETENCY
MAPPING
Assessment centre: a procedure that uses a variety of techniques to
evaluate employees for manpower purpose and decisions.
Critical incidents technique: a set of procedures for systematically
identifying behaviors that contribute to success or failure of individuals or
organizations in specific situations.
Interviewing: consists of interaction between interviewer and applicant.
Questionnaires: written lists of questions that users fill out questionnaire
and return.
Psychometric tests: a standardized objective measure of a sample of
behaviour.
COMPETENCY MODEL
A competency model is a framework for
defining the skill and knowledge
requirements of a job.
It is a collection of competencies that jointly
define successful job performance.
There are four types of competency models:
Organizational
Functional
Job
Leadership
THANK YOU