Competency

Mapping and
Capability
Management

Competency Mapping

Competency Model: Brings out underlying character of a person which

enables to deliver superior performance in given job, role.

Recognition
Recognition

Career
Career
Planning(New
Planning(New
growth
growth areas)
areas)

Recruitment
Recruitment
&
&
Replacement
Replacement

Training
Training and
and
development
development

Performance
Performance
Management
Management

Competency Mapping

Steps
Step 1: Identify departments for competency profiling
Step 2: Identifying hierarchy within the organization and
selection of levels(L1, l2 ->SME->Lead->Service desk
Manager/ Delivery unit head-> global delivery head
Step 3: Obtain the job descriptions(Sales, tech support)
Step 4: Preparation of a list of Skills
Step 5: Indicate proficiency levels(P0,P1, P2, P3)
Step 5: Validate identified competencies and proficiency
levels with immediate superiors and other heads of the
concerned department
Step 6: Preparation of competency dictionary defining
the level and bench mark
Step 7: Mapping of competencies

Capability Management

Performance Management
Balanced score card(KPI)
Performance management is structured approach to
measure and motivate performance. Performance
measures are applications of performance indicators,
whereas Performance standards are obtained by
competency mapping and market requirement.
Learning & Growth
Customer
Internal

Process
Financial

Capability Management

Performance Management
Balanced score card(KPI)
The first three indicators such as Learning&
growth, Customer and Internal Process are
applicable across all level of employees.
Where Customer indicates the satisfaction
level of client / Customer which can be
obtained through 360 feedback
Learning and growth indicates the individual
employee proficiency level, attitude and skills
measured through competency assessment ,
interview & learning appetite.

Capability Management

Performance Management
Balanced score card(KPI)
Internal process can be measured through
consistent and continuous measurement of quality
and performance(daily)
The Financial aspect applies only to mid- senior and
senior level where employees contribute revenue/
savings.
The out come of score card will be pooled ranking to

C1-Novoice/ beginner
C2-Intermediate
C3-Professional
C4- Expert