Process of identification of the competencies required to perform

successfully a given job or role or a set of tasks at a given point

of time.
It consists of breaking a given role or job into its constituent tasks
or activities and identifying the competencies (technical, managerial,
behavioral, conceptual knowledge and attitude and skills, etc) needed to perform
the same successfully.
COMPETENCY MAPPING
Facts about the case-overview
Analysis
Problem identification
25% weightage
Solutions & justification 75% weightage
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Assessment Center Exercises
An Assessment Center can be defined as "a variety of
testing techniques designed to allow candidates to
demonstrate, under standardized conditions, the skills
and abilities that are most essential for success in a
given job"
TYPES OF EXERCISES

Written exercises


Employers use written exercises to test your
ability to logically process and analyze
information, think clearly and take decisive
action.

Analytical Exercise
Analytical skills is to identify goals and
constraints.
It involves engaging the participants in an
analytical exercise.
Case Studies are specifically designed to test
your analytical thinking by giving you a
business situation to evaluate.
IN TRAY
In-trays involve working from the contents of a
managers in-tray, which typically consists of letters,
memos and background information. You may be
asked to deal with paperwork and make decisions,
balancing the volume of work against a tight
schedule.

ROLE PLAY
In a role play, you are given a particular role to
assume for a certain task. The task will involve
dealing with a role player in a certain way, and
there will be an assessor watching the role
play.
Group Exercises

Group exercises are timed discussions, where a
group of participants work together to tackle a work-
related problem. Sometimes you are given a
particular role within a team, for example sales
manager or personnel manager. Other times there
will be no roles allocated. You are observed by
assessors, who are not looking for right or wrong
answers, but for how you interact with your
colleagues in the team.

Tests
These can include psychometric tests (for example reasoning
tests or numerical tests), personality questionnaires, or tests
to check that the candidate understands the basic principles
of the area in which the employer works.
Some employers also test whether candidates can extract
relevant details from a large amount of information or
communicate this information.
Interview Techniques


The interview consists of interaction between
interviewer and applicant. Its a powerful
technique in achieving accurate information
It may be technical interviews, competency-
based interviews or both.
The 360-degree Feedback Process is being increasingly used
in organizations for development, appraisal and compensation
purposes. It involves a collection of perceptions about an
individuals behaviour and its impact on bosses, colleagues,
subordinates as well as internal and external customers.
Competency Mapping help to ensure that such feedback
relates specifically to the competencies crucial to individual or
organizational success.
360-DEGREE FEEDBACK PROCESS
Projective techniques
The use of vague, ambiguous, unstructured
incentive objects or situations in which the
subject projects his or her personality,
attitude, opinions and self-concept to give the
situation some structure.