2. AGENDAAGENDA
• Introduction to Competency Mapping
• Objective of Project
• Methodology Adopted
• Deliverables
• Benefits To Organization
• Importance Of Competency Mapping
3. COMPETENCY Vs. COMPETENCECOMPETENCY Vs. COMPETENCE
• Competency: A person- related concept that refers
to the dimensions of behavior lying behind
competent performer.
• Competence: A work- related concept that refers
to areas of work at which the person is competent
• Competencies: Often referred as the combination
of the above two.
4. INTRODUCTIONINTRODUCTION TO COMPETENCYTO COMPETENCY
MAPPINGMAPPING
•First popularized by Boyatzis (1982) with Research result onFirst popularized by Boyatzis (1982) with Research result on
clusters of competencies.clusters of competencies.
•““A capacity that exists in a person that leads to behavior thatA capacity that exists in a person that leads to behavior that
meets the job demands within parameters of organizationalmeets the job demands within parameters of organizational
environment, and that, in turn brings about desired results”.environment, and that, in turn brings about desired results”.
•Competencies are general descriptions of the behavior orCompetencies are general descriptions of the behavior or
actions needed to successfully perform within a particularactions needed to successfully perform within a particular
[work] context (e.g. job, group of jobs, function, etc).[work] context (e.g. job, group of jobs, function, etc).
5. objective of comPetency maPPingobjective of comPetency maPPing
“Competency mapping” is to develop
employees to meet or exceed the
Required Competency Level.
7. Analyzing Purpose of Department
methodology adoPted
Identifying the jobs
Conducting Job Analysis
Preparation Of Competency Dictionary
Interviewing The Incumbents
Mapping The Competencies
Determining Competency Gap
Proposing An Action Plan
8. comPetency dictionarycomPetency dictionary
A Competency Dictionary is a document that lists competencies for each trade
or job and describes the level of performance expected for each competency.
Level 1 “Basic Knowledge”
Level 2 “Working Knowledge”
Level 3 “Sound Knowledge”
Level 4 “Proficient”
Level 5 “Concerned Matter Expert”
eXPlanationS of
levelS :
10. S.No
.
COMPETENCIE
S DESIGNATION PROFICIENCY LEVEL
1 2 3 4 5
1 Planning
FRONT LINERS
2
Analytical
Thinking
3 Knowledge
4 Team Work
5 Communication
6 Negotiation
7
Conflict
Management
8
Relationship
Building
9 Client Focus
10
Developing
Others
11 Motivation
12
Decision
Making
13 Accountability
Key
Current Level
Required Level
Up To Mark
11. S.No
.
COMPETENCIE
S DESIGNATION PROFICIENCY LEVEL
1 2 3 4 5
1 Planning
2
Analytical
Thinking
3 Knowledge
4 Team Work
5 Communication
6 Negotiation
7
Conflict
Management
8
Relationship
Building
9 Client Focus
10
Developing
Others
11 Motivation
12
Decision
Making
Key
Current Lev
Required Le
Up To Mark
12. S.No
.
COMPETENCIE
S DESIGNATION PROFICIENCY LEVEL
1 2 3 4 5
1 Planning
MANAGERS
2
Analytical
Thinking
3 Knowledge
4 Team Work
5 Communication
6 Negotiation
7
Conflict
Management
8
Relationship
Building
9 Client Focus
10
Developing
Others
11 Motivation
12
Decision
Making
13 Accountability
Key
Current Leve
Required Lev
Up To Mark
13. aCtion plan - retailaCtion plan - retail
DivisionDivision
14. GeneriC aCtion plan –GeneriC aCtion plan –
Front linersFront liners
• Training on time management.
• Coaching by superior on critical issues.
• Working with team to reduce work pressure.
• Workshop on “Effective Communication”.
• Increase trust at work place and give job
security.
• Career development by tying a knot with B-
Schools.
• Provide them with new areas of work and field.
• Keep them motivated by various strategies.
15. GeneriC aCtion plan-GeneriC aCtion plan-
supervisorssupervisors
• Recruitment should be done on
immediate basis for supervisors.
• Experienced and potential SSE or SE
can be appraised to this position.
16. GeneriC aCtion plan-GeneriC aCtion plan-
manaGersmanaGers
• Seminar should be conducted on
Entrepreneurial behavior and
mindsets.
• Training on LANDMARK FORUM to
reduce conflicts.
• Should be provided with more
manpower.
18. FRONT LINERS
S. No.
Competencies
Proficiency Levels
Below
1 1 2 3 4 5
1
Planning,
organizing and
coordinating
2
Analytical
thinking
3 Knowledge
4 Team work
5
Communication
and presentation
6 Negotiation
7
Managing
conflict
8
Relationship
building
9 Client focus
10
Developing self
and others
11 Decision making
12
Accountability/
responsibility
13 Motivation
Key
Current Leve
Required Lev
Up To Mark
19. SUPERVISORS
S.No
.
Competencies
Proficiency Levels
1 2 3 4 5
1
Planning, organizing
and coordinating
2 Analytical thinking
3 Knowledge
4 Team work
5
Communication and
presentation
6 Negotiation
7 Managing conflict
8 Relationship building
9 Client focus
10
Developing self and
others
11 Decision making
12
Accountability/
responsibility
13 Motivation
Key
Current Level
Required Level
Up To Mark
20. MANAGERS
S.
No.
Competencies
Proficiency Levels
1 2 3 4 5
1
Planning, organizing
and coordinating
2 Analytical thinking
3 Knowledge
4 Team work
5
Communication and
presentation
6 Negotiation
7 Managing conflict
8 Relationship building
9 Client focus
10
Developing self and
others
11 Decision making
12
Accountability/
responsibility
13 Motivation
Key
Current Level
Required Level
Up To Mark
22. aCtion plan- Front linersaCtion plan- Front liners
• Classroom training:
– Time management & planning skills
– Communication & presentation
» Oral communication
» Business writing
» Power point presentation
– Product knowledge
• Demonstrations:
– Presentation and negotiation
• Coaching:
– Designing scheme
– Technical and commercial complexities
– Customer grievance
23. Front Liners’ action plan cont…Front Liners’ action plan cont…
• Counseling
– Morale booster
– Creates a climate of trust, job security
• Performance monitoring
– Tests after training
– Feedback and recommendations
» Self
» Superior
• Updates
– Market trends
– Product updates
24. aCtion plan- superVisorsaCtion plan- superVisors
• Provide adequate workforce
– Develop competent workforce
• Industry knowledge updates
– Meet superiors, other department,
• Facilitate client meet
– Exhibitions
– Tour
25. Action plAn- MAnAgersAction plAn- MAnAgers
• Conducting workshops
• Job rotation
– Working with front liners, supervisors
• Updates on tax structure and
commercial policy
• Market development plans
• Career development plans
26. BroAder ViewBroAder View
• Design an systematic induction
program
• Introduce SOP
– What to do?
– How to do?
• Magazine
– Recognition to employees
– Market updates
– Technology updates
27. Benefits to coMpAnyBenefits to coMpAny
Higher productivity,
Higher quality of work, satisfied customers
and repeat business.
Future development planning. (reduced cost
of recruitment)
28. why coMpetency MApping?why coMpetency MApping?
• Identifies capabilities, attitudes, and
attributes needed to meet current and
future staffing needs.
• Focuses on employee development efforts
• Source for training need analysis
• Career development of employees
• Manpower management
29. INTEGRATION OF HR SYSTEMSINTEGRATION OF HR SYSTEMS
(Competency based HR practices)(Competency based HR practices)
Reward
System
Performance
Management
System
Recruitment & Selections
Career Plan &
Career
DevelopmentCompetency
requirement
Competency availability
Competency
acquisition/
Development
Succession plans &
Succession
DevelopmentTraining
/development
Plans &
Programmes
30. so let’s enVisionso let’s enVision
the fUtUrethe fUtUre
A distributed learning world in which learning
experiences are selected, personalized, sequenced
and evaluated on the basis of how well they
address a learner’s desire to improve or
demonstrate knowledge, skills and abilities
