Presentation on Competency Mapping

Assessment & Management

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Questions:

What is competency?

How it helps/ why it is needed?

What should we do to implement this

process(steps involved)?

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Competency vs. Competence

A person- related A work- related concept

concept that refers to the dimensions of behavior lying behind competent performer.

that refers to areas of work at which the person is competent

Competencies: Often referred as the combination of the above two.

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Competency Mapping & different levels of learning

The word competency is derived

from Latin word Competere which means 'to be suitable.

Competency can be defined as

Knowledge- reading (e.g., one

understands the meaning of driving a car)

Skill- practising (one is shown how to

knowledge, skill or ability of employees relevant for organizational performance.

A Competency is an underlying

drive a car and is allowed to practise in a non-traffic area)

Competence- applying (one exhibits an

characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.

ability to drive in traffic)

Competency = Intelligence + education + Experience + Ethics + Interest

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Why Competencies?
To increase productivity To improve work performance To distinguish and differentiate the organization To help in integration of management practices Employees know well what is expected of them Help to focus on organizational objectives Approach to build trust between employees and management

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Competency Mapping
Observable behaviour

Skill Job Attitude Knowledge

Competency
Observable Behavior

Job Performance

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Competency mapping is different from Performance Management

Job Requirement

Job Fulfillment - - - - - - - - - Performance Management

Skill Management

Promotion

Competency Mapping System

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Types of Competencies
Generic: Competencies which are considered essential for all staffs,

regardless of their function or level

Specific: Competencies required to do a particular job or task
Threshold competencies: These are the essential characteristics

that everyone in the job needs to be minimally effective, but this does not distinguish superior from average
Performance competencies: Those that differentiate between high

and low performers

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Cont..
Differentiating competencies: These factors distinguish superior

from average performers.

Managerial competencies: Those which are essential for staff with

managerial or supervisory responsibility in any service or program area, including directors and senior posts
Technical competencies: Specific competencies which are

considered essential to perform any job in the organization within a defined technical or functional area of work
Behavioral competencies: Competencies considered essential for

all. Ex- Communication skill, assertive, negotiation, effective lister, empathy etc.
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Competency based HRD Applications

Position Requirement Process Design Job Design Position Fulfillmentment Recruitment Qualification Selection Orientation Induction Training

Competency
Performance Management Measurement Development Promotion Training Succession

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Assessment Tools

360 degree feedback Assessment centre

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Performance Analysis Tool

Conscious Competence-Motivate: The

employee is fully qualified and is doing the job as designed.

Conscious Incompetence-Train:

Employee is putting effort but due to skill problem, is not getting the results.
Unconscious Incompetence- Danger of

loss/failure: Employee has deficiencies in both skills and motivation. A decision has to be made regarding the development or counseling resources required versus the expected success of the effort.
Unconscious Competence- Counsel:

Employees possess the competencies to do the work but does not complete work processes as designed(having Motivational problem).

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