A Study On Competency Mapping.

INTRODUCTION
Competency is an element of knowledge. It is an element of skill practiced regularly and with the right kind of attitude
So attitude builds competency.

1)Compentency mapping can be define as a behavior, communication and leadership rather than skill and ability.

2)If persons wants to be successful in their role then c.m helps to identify the success criteria.

COMPETENCY MAPPING
It generally examines two areas:
emotional intelligence or emotional quotient (EQ)=manage and access the ability and capacity. Competency mapping is a process through which one assesses and determines ones strengths as an individual worker and in some cases, as part of an organization. And strengths of the individual in areas like team structure, leadership, and decisionmaking

OBJECTIVES
1. To identify and describe the factors which are critical to the functioning of a particular job \ work so that a match can be established between the skills required to perform a job and actual talent of job holder. 2. To study the effect of monetary and non-monetary benefits provided by the organization on the employees performance. 3. To study the effect of job promotions on employees. 4. To learn the employees satisfaction on the interpersonal relationship with other employees, seniors and managers. 5. To do job evaluation & formulation of appropriate incentive plan.

METHODOLOGY
The data for the study was collected from the following companies: IBM HCL Technologies HCL Infosystems WIPRO Primary data was collected by the means of the questionnaire. Secondary data was collected through website such as abscohost, citehr, etc.

DATA ANALYSIS

AWARENESS AMONG THE EMPLOYEES REGARDING THEIR OWN COMPETENCIES

DRIVE AMONG THE EMPLOYYES FOR CONTINOUS IMPROVEMENT

DEALING WITH EMOTIONAL STRESS AND STRAIN

RESPONSE TOWARDS UNPREDICTED SITUATIONS

CONCERN FOR QUALITY OF WORK AMONG THE EMPLOYEES

FINDINGS
People agree that a financial incentive motivates them more than non financial incentives. Analysis says that Employees are very clear about their task and responsibilities, assigned to them. Some people lack in rapport, which can be cured through training. People are not as much concerned for excellence in their work as the organisations want them to. Response of the people is not satisfactory in unpredictable situations. People are not able to deal with the stress and need assistance for that.

CONCLUSION
For corporate executives, the above competencies will be helpful to identify performance criteria; to improve the accuracy and ease of the hiring and selection process; to create more objective performance standards; to communicate standards of excellence in performance and to establish a clear foundation for dialogue to occur between the corporate executives and employees about performance, development and career-related issues. For employees, competency profile will be useful to identify the success criteria required in their jobs, and to negotiate for professional development.

CONTINUED
Competency-based HR is considered the best HR. In India however competency development and mapping still remains an unexplored process in most IT organisations despite the growing level of awareness. The underlying principle of competency mapping is not just about finding the right people for the right job. The issue is much more complex than it appears, and most HR departments have been struggling to formulate the right framework for their organisation.

RECOMMENDATIONS
Attempts should be made to create an effective competency profile so that personnel could help organization to achieve its goal especially time bound programme. If deficiencies are noted in this respect, it will harm the performance of the organization. Attempt should be made to create organizational conditions that are conductive to appropriate competency mapping. All the employees should be properly briefed regarding competency mapping and the profile set.

THANK YOU