2. WHAT IS COMPETENCY MAPPING?
ď˘ Competency mapping involves the process by
which we determine:
The nature and scope of a specific job role, the
skills required, the level of knowledge required,
and the behavioral capacities required to apply
those skills and knowledge in that role.
ď˘ Competency Mapping plays a vital role in
selecting, recruiting and retaining the right
people. When the competency required for a
particular position is mapped, an accurate job
profile is created.
3. DEFINITION
ď˘ Competency can be defined as the process of
identifying key attributes and skills for each
position and process with in the company.
4. CHARACTERISTICS OF INDIVIDUAL
IN COMPETENCY
ď˘ Motive: Underlying need or thought pattern that drives,
directs and selects an individuals behavior. Eg need for
achievement
Trait: A general disposition to behavior responds in a
certain way, for instance with self-confidence, self-control,
stress resistance
Self-concept: What they think they value, what they
think they do or interested in doing
Knowledge: Content knowledge
6. PROBLEM WITH COMPETENCY
MAPPING
ď˘ A problem with competency mapping, especially
when conducted by an organization is that there
may be no room for an individual to work in a
field that would best make use of his or her
competencies.
7. WHO CAN IDENTIFIES THE
COMPETENCIES?
ď˘ Experts
ď˘ HR Specialists
ď˘ Job Analysts
ď˘ Psychologists
8. METHODS USED IN COMBINATION FOR
COMPETENCY MAPPING
ď˘ Interviews
ď˘ Group work
ď˘ Task Forces
ď˘ Task Analysis work Shops
ď˘ Questionnaire
ď˘ Use of job description
11. BROAD CATEGORIES IN
COMPETENCY
ď˘ Generic
ď Competencies which are considered essential
for all employees regardless of their function
or level. For example - Communication,
initiative, listening skills etc.
ď˘ Managerial Competencies
ď Competencies which are considered essential
for managerial or supervisory responsibility
12. BROAD CATEGORIES IN
COMPETENCY
ď˘ Technical / Functional
Specific competencies which are considered
essential to perform a specific role in the
organisation within a defined technical or
functional area of work.
13. COMPETENCY BASED
RECRUITMENT
ď˘ Competency based recruitment processes reduce
the chances of a costly hiring mistake and
increase the likelihood of identifying and
selecting the right person for the right job
14. COMPETENCY BASED
PERFORMANCE APPRAISAL
ď˘ Competencies enable
ď establishment of clear high performance
standards
ď Collection and proper analysis of factual data
against the set standards.
ď Conduct of objective feedback meetings
ď direction with regard to specific areas of
improvement
15. COMPETENCY BASED
TRAINING
ď˘ Opportunity to identify/ develop specific training
programmes
ď˘ Focused Training enabling improvement in
specific technical and managerial competencies
16. COMPETENCY BASED
DEVELOPMENT
ď˘ Competencies
ď enhances the understanding of âdevelopmentâ
and the individual gets the necessary tools to
take responsibility for their own âdevelopmentâ
ď give the managers a tool to empower them to
develop people
17. COMPETENCY BASED PAY
ď˘ Provide an incentive for employees to grow and
enhance their capabilities