COMPETENCY

MAPPING PROCESS
 COMPETENCY MAPPING
Competency mapping is a process
through which one assesses and
determines one’s strengths as an
individual worker and in some cases,
as part of an organization.
It determines the extent to which the
various competencies related to a job
are possessed by an employee.
• Large organizations frequently employ some
form of competency mapping to understand
how to most effectively employ the
competencies of strengths of workers.
• They may also use competency mapping to
analyze the combination of strengths in
different workers to produce the most
effective teams and the highest quality work.
 MACRO COMPETENCY MANAGEMENT
STRATEGIC FRAMEWORK COMPETENCY FRAMEWORK COMPETENCY MODELING
FRAMEWORK

Organizational Strategy Core Competencies Stakeholder Interest

Vision, Mission, Values, Strategic,

(Organizational wide) Market Positioning
Intent, Corporate Governance,
Corporate Social Responsibility & Ethics

Business Strategy Business Competencies Achieving Business Targets

Business Plan & Goals, Culture (SBU specific)
Employee Satisfaction
People, Technology

Teamwork Strategy Team Competencies Profit Center Orientations

Leadership, Communication
(Project driven)
Team Development & Synergy
Conflict Management, Interpersonal
Skills, Project Orientation, Self
Managed Teams (SMT)

Role Strategy Role Competencies Performance Accomplishment

Ability, Autonomy, Multiskilling, (Role wise)
Task identity, Performance Individual Development
Evaluation & rewards and performance
development
 PROGRAM DESIGN AND IMPLEMENTATION

COMPETENCY IDENTIFICATION

1. Identification process (4 COMPETENCY MAPPING

COMPETENCY FRAMEWORK
steps)
1. Strategy-Structure
1. Core competencies
2. Consolidation of checklist Congruence
(Organization wide
3. Rank Order and finalization 2. Structure Role
2. Business competencies
4. Validation and Benchmark Congruence
(SBU specific)
3. Vertical &
3. Team Competencies
horizontal Role
(project driven)
linkages
4. Role competencies (Role COMPETENCY ASSESSMENT 4. Positioning to bring
wise)
1. Psycho-metric tool in competitive
advantage
2. 360 Degree approach

COMPETENCY DEVELOPMENT
INTEGRATION OF HR
1. Maturity framework & FUNCTION
matrix
1. PMS 5. R&S
2. Areas of improvement
2. CP & CD
3. Action Plan
3. Succession
Planning
4. T&D
INTRODUCTION OF COMPETENCY MAPPING
• Competency Mapping involves following three steps:
1. Developing competency models to facilitate
competency profiling for each job/role
2. Identification of competencies required to perform
successfully a given job/role or a set of tasks at a given
point of time.
3. Assessing competency to measure the extent to which
a given individual or a group of individuals possess
these competencies required for a given role or a set of
roles.
MODEL FOR DEFINITION OF COMPETENCY MAPPING

STEP 1
Developing Competency Model

STEP 2
Competency Identification

STEP 3
Competency Assessment
ASPECTS OF COMPETENCY MAPPING
LINKING HR PROCESS TO ORGANIZATIONAL STRATEGY
DESIGN COMPETENCY
MODELS
 COMPETENCY MODELS OR FRAMEWORKS
1. Organizational competency based Competency model
2. Commitment and competence based competency model
3. 5-Level competency model
4. Job based competency model
5. Generic and specific competency model
6. Managerial, behavioral and functional competency based
model
7. Organizational Goal linked competency model
8. Technical and behavioural competency model (for non-
managerial staff).
 MODEL – 1
ORGANIZATIONAL COMPETENCY BASED COMPETENCY MODEL

STEP – 1: From the overall objective of the company.

Organizations identify the objectives for each Business Process.
STEP – 2: Based on the objectives of each BP, arrive at
competencies required.
STEP – 3: List BP competencies against individual roles and
responsibilities
STEP–4: Arrive at the job description
STEP – 5: Against which individual competency profiling is done.
STEP – 6: The gap identified between competencies profile and
possessed is evaluated.
• Example: An organization identified the following
core competencies for all the people of its business
processes to achieve organizational objectives:
1. Dedication and involvement for work
2. Continuous learning and development
3. Speed in work with quality
4. Accuracy (zero defect) in work
5. Creativity for continuous improvement
6. Initiative on the job
7. Customer focus