This document discusses competency mapping in organizations. It defines competency as underlying skills, characteristics, or motives demonstrated through behaviors that contribute to outstanding job performance. Competency mapping involves determining the extent to which employees possess competencies required for their jobs. This allows organizations to assess performance, identify training needs, and ensure the right people are matched to roles. The objective of this project is to map competencies to different roles in the organization to select individuals with competencies suited to the requirements of each role.
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This document discusses competency mapping in organizations. It defines competency as underlying skills, characteristics, or motives demonstrated through behaviors that contribute to outstanding job performance. Competency mapping involves determining the extent to which employees possess competencies required for their jobs. This allows organizations to assess performance, identify training needs, and ensure the right people are matched to roles. The objective of this project is to map competencies to different roles in the organization to select individuals with competencies suited to the requirements of each role.
This document discusses competency mapping in organizations. It defines competency as underlying skills, characteristics, or motives demonstrated through behaviors that contribute to outstanding job performance. Competency mapping involves determining the extent to which employees possess competencies required for their jobs. This allows organizations to assess performance, identify training needs, and ensure the right people are matched to roles. The objective of this project is to map competencies to different roles in the organization to select individuals with competencies suited to the requirements of each role.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOC, PDF, TXT or read online from Scribd
This document discusses competency mapping in organizations. It defines competency as underlying skills, characteristics, or motives demonstrated through behaviors that contribute to outstanding job performance. Competency mapping involves determining the extent to which employees possess competencies required for their jobs. This allows organizations to assess performance, identify training needs, and ensure the right people are matched to roles. The objective of this project is to map competencies to different roles in the organization to select individuals with competencies suited to the requirements of each role.
Copyright:
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OBJECTIVE OF THE PROJECT: Defining competency, levels and mapping it to roles in an organization
INTRODUCTION TO THE TOPIC Today organizations are all talking in terms of Competence. Gone are the days when people used to talk about the skills sets which would make their organizations competitive. There has been a shift in the focus of the organizations. Now they believe in excelling and not competing. It is better to build core competency that will see them through crisis. And what other way than to develop the people, for human resource is the most valuable resource any organization has. Organizations of the future will have to rely more on their competent employees than any other resource. It is a major factor that determines the success of an organization. Competencies are the inner tools for motivating employees, directing system and processes and guiding the business towards common goals and allow the organization to increase its value. Competencies provide a very common language and method that can integrate all the major HR functions and services like, Recruitment, Training, Performance Management, Remuneration, Compensation, Performance Appraisal and Integrated Human Resource Management System. Over a few years; human resource and organizational development professionals have generated lot of interest in respect of competencies as the element and measure of human performance. Competencies are becoming frequently used and written about vehicle for organizational applications such as: 1. Defining the factors for success in jobs (i.e. work) and work roles within the organization. 2. Assessing current performance and future development needs of a persons holding jobs and roles. 3. Mapping succession possibilities for employees within the organization. 4. Selecting applicants for open position, using competency-based interviewing techniques.
What is Competency? Competency is an underlying skill, personal characteristics, or motive demonstrated by various observable behaviors that contribute to outstanding performance in a job. Competencies exist at different levels of personality. The various levels are: Knowledge Skills Behavior Personal Characteristics o Traits o Motive
What is Competency Mapping? Competency mapping involves the determination of the extent to which the person possesses the various competencies related to a job. For Ex: The extent to which a person is adjustable, resourceful, capable of working efficiently under stress, capable of anticipating threats, finding solutions and contributing in innovations. Which is then compared with the extent to which the various competencies are required for a job? The comparison enables us to know the suitability of a person for a job. So this too is used for setting standards and checking the employees standing on the various competencies platform and further, the training needs of a person can also be identified. A company can save a lot of cost on training by efficiently using knowledge management. A person may be perfect in one aspect and may lack in others, if the knowledge in which a person in a master is shared by all, then that will reduce the cost of training. At least it can make the person aware about the new concepts, which he is totally unaware.
Heads of the Functional Departments explain in detail what all competencies should an employee possess and to what degree
HR Department designs such a performance appraisal method, which checks the competencies possessed by the employee and to what degree Comparison Competencies requirements given by various heads Self rating by employee on each competency
Inputs from functional heads defining to what extent an employee possesses a competency
Missing links
Training
SCOPE OF THE PROJECT: Matching competencies to roles in the organization. As there are numerous and different kinds of roles in an organization that various people perform, so competency mapping is therefore used to map those different roles with the variety of competency an individual endure. The person who has the appropriate and high degree of competency which matches the required role or job is selected to perform it. So here in this project the employee with a desired competency has been assigned a role that suits his knowledge and skills (competency).
