COMPETENCY MAPPING

Presented by :

Anushree Paul (11202148) Mukesh Sharma (11202176) Daisy Nayak (11202177) Manaswini Acharya (11202185) Piyush Jain (11202190)

The word competency is derived from Latin word competere which means to be suitable. Competency can be defined as knowledge, skill or ability of employees relevant for organizational performance.
Competency = Intelligence + Education + Experience + Ethics + Interest.

Types Of Competencies
Generic: Competencies which are considered essential for all staff, regardless of their function

or level.

Specific: Competencies required to do particular job or task. Threshold or Performance: They differentiate between high low performers. Differentiating competencies: Behavioral competencies that high performers display.

Contd.
Managerial Competencies: Competencies which

are considered essential for staff with managerial or supervisory responsibility.

Technical Competencies: Competencies essential

to perform any job in a organization within a defined technical or functional area of work.
Behavioral Competencies: Competencies considered essential for all.

Why Competencies are important?

To guide direction. To increase productivity.

To improve work performance.

They can help to integrate management practices. Employees know well what is expected of them.

Help to focus on organizational objectives.

Approach to build trust between employees and

management.

 It is a process of indentifying key competencies for an organization and incorporating those competencies throughout the various processes of the organization.
It is a process an individual uses to identify and

describe competencies that are critical to success in the work situation and work role.
It is used to map a gap between the existing knowledge in the organization and the knowledge needed in future.

Techniques Used In Competency Mapping

Expert Panel. 360 degree multi-rater feedback. Behavioral Event Interview. Critical Incident Technique. Survey Method. Repertory Grid.

 To Companies
Establishes expectations for performance excellence. Improved job satisfaction and better employee retention. Increase in the effectiveness of training and professional development

programs because of their link to success criteria.

Provides a common understanding of scope and requirements of a

specific role.
Provides a common, organization wide standard for career levels that

enable employees to move across business boundaries.

Help companies raise the bar of performance expectation. Help teams and individuals align their behaviors with key

organizational strategies

Contd..
To Managers
Identify performance criteria to improve the accuracy and ease of the selection

process. Easier communication of performance expectations. Provide a clear foundation for dialogue to occur between the managers and employees and performance, development and career-oriented issues.

To Employees

Identify the behavioral standards of performance excellence.

Provide a more specific and objective assessment of their strengths and the

tools required to enhance their skills. Enhances clarity on career related issues. Helps each understand how to achieve expectations.

Sample Core Ideologies of selected companies

American Express Co.: Customer service, reliability.
The Boeing Co.: Pioneers, product safety and quality. Citicorp.: Autonomy, aggressiveness and self

confidence. General Electric Co.: Technology, balance among stakeholders. Procter and Gamble Co.: Honesty and fairness, respect for individual. 3M Corp.: Innovation , initiative and personal growth. Wal-Mart Stores Inc.: Commitment, enthusiasm. Walt Disney Co.: Creativity, dreams, imagination.

Disadvantages

There may be no room for an individual to work in a field that would best make use of his or her competencies. If the company does not respond to competency mapping by reorganizing its employees, then it can be of little shortterm benefit. If too much emphasis is placed on 'inputs' at the expense of 'outputs', there is a risk that it will favor employees who good in theory but not in practice and will fail to achieve the results that make a business successful. They can become out of date very quickly due to the fast pace of change in organizations. It can be expensive and time consuming to keep them up-todate.

Competency model
A competency model is a set of success

factors, often called competencies that include the key behaviors required for excellent performance in a particular role. Excellent performers on the job demonstrate these behaviors much more consistently than average or poor performance. They are generally presented with a definition and key behavioral indicators.

Elements Of Competency Model

Competency Model
Competency names and detailed definition

Description of activities

Defining the objectives Obtain support of sponsor

Develop and implement communication and education plan

Plan the methodology

Indentify the competencies and create the competency model

Apply the competency model.

Steps in competency modeling

Step-1 Step-2

Understand the Competency Library.

Develop Position Description

Step-3

Indentify Competencies Validate Competencies Reconcile the Validation

Step-4

Step-5 Step-6

Review and finalize the results in step 5

BUSINESS AND INDUSTRY

WORKFORCE INVESTMENT BOARD

ONE-STOP CAREER CENTERS

BENEFITS

EDUCATORS AND TRAINING ECONOMIC DEVELOPERS PROFESSIONAL ORGANIZATIONS

Disadvantages
Developing models for each position will take

considerable time, efforts & expense if done well

to position will make it more difficult to compare & contrast candidates currently in different positions. another, they will have to learn new competencies & abandon those they have been focusing on improving.

The lack of competency commonality from position

Every time employees move from one position to

Conclusion
Competency mapping is essentially an in-house

job.
Consultants cannot do competency mapping all by themselves. Competency mapping provides all the knowledge required to identify the

technological, managerial, human relations & other conceptual skills required for all jobs in a firm.