1. Ruchi Dalal

2. Topic
Competency Mapping

3. Definitions of Competencies
Meaning & Definition of Competency Mapping
Design of Competency Mapping
Steps involve in Competency Mapping
Methods of Data Collection for Competency Mapping
Model of Competency Mapping
Benefits of Competency Mapping
Limitations of Competency Mapping
Outline of Presentation.....

4. Competencies
United Nations Industrial
Development Organization
(2002)
“A competency is a set of
skills, related knowledge and
attributes that allow an
individual to successfully
perform a task or an activity
within a specific function or
job.”

5. Continue…
According to Lyle M. Spencer and
Signer M. Spencer
“Competency is an underlying characteristics of
an individual that is causally related to Criterion
referenced effective and/or superior performance
in a job or situation.”

6. Example of a Competency

7. Team Work and Collaboration
Must be able to work co-operatively with other
individuals and makes valued contributions to
the outputs of others in order to assist own team
or project to achieve the required outputs.

8. Behavioural Indicators:
 Co-operates with team members to resolve problems and achieve goals.
 Participates in the development of team goals and plans.
 Supports team members by encouraging participation and listening to
other’s ideas.
 Acknowledges other’s skills, experience, knowledge, creativity and
contributions.
 Shares information.
 Addresses conflicts within the group without the help from the team
leader.
 Makes contributions that are valued by team members.

10. Competency Mapping
Meaning
Competency mapping identifies
an individual's strengths &
weaknesses. The aim is to enable
the person to better understand
him or herself and to point out
where career development efforts
need to be directed.

11. Definition…
“Competency Mapping is the process of
identifying key competencies for a particular
position in an organization and then using it for
job evaluation, recruitment, training and
development, performance management,
succession planning which results in talent
induction, management development appraisals,
and in identifying training needs.”

12. Competency
Mapping
Motives
Self-
Concept
Traits
Skills
Knowledge
Competency Mapping can be defined and
Classified as follows:

13. THE ICEBERG
SEA LEVEL
VISIBLE
ABOVE SEA LEVEL
INVISIBLE
BELOW SEA LEVEL
90 %
10 %

14. THE ICEBERG
The Iceberg phenomena
is
also applicable
on
human beings …

15. THE ICEBERG
SEA LEVEL
KNOWLEDGE
&
SKILLS
ATTITUDE
UNKNOWN
TO OTHERS
KNOWN
TO OTHERS

16. THE ICEBERG
SEA LEVELBEHAVIOR
VALUES – STANDARDS – JUDGMENTS
ATTITUDE
MOTIVES – ETHICS - BELIEFS
KNOWN
TO OTHERS
UNKNOWN
TO OTHERS

17. Continue…
A competency is
an underlying characteristic
of
a person
which enables him/her
to deliver
superior performance
in a given
job, role or situation.

18. Design of Competency Mapping
• It is designed to consistently measure and assess
individual and group performance as it relates to
the expectation of the organization and its
customers.
• Its is used to identify key attributes like
knowledge, skills and behavior attributes that are
required to perform effectively in a job
classification or an identified process.

19. Continue…
Step- 1 Map competency
Step- 2 Identify Competency
Step- 5 Proposed Performance level
Step- 3 Analyze competency Gap
Step- 4 Decide

20. Steps involved in Competency Mapping
• Job evaluation based competency mapping
involved the following steps.
• The steps involved in competency mapping
with an end result of job evaluation include the
following.

21. Step-1
• Conduct a job analysis by asking incumbent to complete a
Position Information Questionnaire(PIQ).
Step-2
• Using the results of the job analysis, develop a competency
based job description.
Step-3
• With a competency based job description, begin the mapping
of competencies throughout human resources processes.
Step-4
• Use the results of evaluation to identify in what competencies
individuals need additional development or training.
Continue…

22. Methods of Data Collection for Competency
Mapping
5) Observation Method
4) Interview Method
1) Expert Opinion
3) Questionnaire Method
2) Workshops

23. 6) Story Writing Method
7) Critical Incident Technique
10) Focus Group
8) Repertory Grid
9) 360-Degree Survey
11) Case study Method
Continue…

24. Models for Competency Mapping
• Competency Modeling has assumed greater
significance in order to optimize not only the HR but
also to provide meaningful job understanding to its
incumbents.
• Competency Modeling is used for the purpose of
decision relating to rewards, promotions and
recruitment, training and motivation aspects.

25. Continue…
• A competency mapping a description of skills,
traits, experiences and knowledge required for
a person to be effective in a job.
• There are three models in mapping the
competences which are as follows.

26. Continue…
One-Size-Fits-All
Competency Model
Multiple Job Competency
Model
Single Job Competency
Model

27. Benefits
• Benefits of Competency Mapping at
Organization Level
It help an Organization in assessing the
employees against industry or company-
recognized standards.
It can reduce training cost and identify needing
areas of development.

28. Continue…
 It is very effective in identifying development needs
and human resource development.
 It can help in re-organization and assessment of
receptively organizational changes.
 The assessment/development centre approach can
improve organizational productivity and the bottom
line.

29. Benefits of Competency Mapping at
Individual Level
• The individual can undertake self-assessment at
one’s own convenience.
• The knowledge and skills of the individual come
to light.
• The time required for self-development taken by
it is comparatively much less than taken by any
other method of self-development.

30. Limitation
• Difficult to evaluate and analyze the
competencies.
• Undefined purpose for mapping.
• Not knowing where to lead.
• Not able to assess the results accurately.

31. Question???