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    Competency Mapping

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    Madhur Vashist
    The document discusses competency mapping, which identifies an individual's strengths and weaknesses to help them better understand themselves and direct career development efforts. It outlines the steps in competency mapping, including job analysis, developing competency-based job descriptions, and using the results to identify training needs. The roles of competency mapping for recruitment, performance improvement, and open communication are described. Benefits for both employers and employees are provided. Categories of competency mapping like assessment centers and questionnaires are listed. Finally, competency models as frameworks for defining job requirements are discussed.

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    Competency Mapping

    Uploaded by

    Madhur Vashist
    149 views8 pages
    The document discusses competency mapping, which identifies an individual's strengths and weaknesses to help them better understand themselves and direct career development efforts. It outlines the steps in competency mapping, including job analysis, developing competency-based job descriptions, and using the results to identify training needs. The roles of competency mapping for recruitment, performance improvement, and open communication are described. Benefits for both employers and employees are provided. Categories of competency mapping like assessment centers and questionnaires are listed. Finally, competency models as frameworks for defining job requirements are discussed.

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    Competency

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    The document discusses competency mapping, which identifies an individual's strengths and weaknesses to help them better understand themselves and direct career development efforts. It outlines the steps in competency mapping, including job analysis, developing competency-based job descriptions, and using the results to identify training needs. The roles of competency mapping for recruitment, performance improvement, and open communication are described. Benefits for both employers and employees are provided. Categories of competency mapping like assessment centers and questionnaires are listed. Finally, competency models as frameworks for defining job requirements are discussed.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    149 views8 pages

    Competency Mapping

    Uploaded by

    Madhur Vashist
    The document discusses competency mapping, which identifies an individual's strengths and weaknesses to help them better understand themselves and direct career development efforts. It outlines the steps in competency mapping, including job analysis, developing competency-based job descriptions, and using the results to identify training needs. The roles of competency mapping for recruitment, performance improvement, and open communication are described. Benefits for both employers and employees are provided. Categories of competency mapping like assessment centers and questionnaires are listed. Finally, competency models as frameworks for defining job requirements are discussed.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 8

    COMPETENCY

    MAPPING
    MADE BY GROUP 4:
    Deepinder Singh 17P193
    Shivika Dalmia 17P196
    Jeet Mohapatra 17P200
    Madhur Vashist 17P203
    Srishti Gupta 17P229
    Tushar Pansari 17P231
    INTRODUCTION
    Competency mapping identifies an individual's strengths and weaknesses.
    The aim is to enable the person to better understand himself or herself and
    to point out where career development efforts need to be directed.
    Competencies are derived from specific job families within the organization
    and are often grouped around categories such as
    Strategy
    Relationships
    Innovation
    Leadership
    Risk-taking
    Decision-making
    Emotional intelligence
    STEPS INVOLVED IN COMPETENCY
    MAPPING
    1. Conduct a job analysis by asking incumbents to complete a position
    information questionnaire (PIQ).
    2. Using the results of the job analysis, a competency based job
    description is developed.
    3. With a competency based job description, competencies are mapped
    throughout the HR processes.
    4. The competencies of the respective job description become the factors for
    assessment on the performance evaluation.
    5. Taking the competency mapping one step further, the results of the
    evaluation can be used to identify in what competencies individuals need
    additional development or training.
    ROLE OF COMPETENCY MAPPING
    To identify the key strengths and weaknesses of an individual employee and
    help them align with the values and ethics of an organization
    The most important use of competency mapping is in recruitment and
    selection.
    Using a competency mapping design, the key performance areas can be
    improved by gaining an insight into the gap between the actual and the
    desired results.
    Competency mapping establishes a level of objectivity that encourages
    open communication between management and employees.
    BENEFITS OF COMPETENCY MAPPING
    EMPLOYERS EMPLOYEES
    Ensures that organization-funded Increases the potential for job
    training activities are cost effective satisfaction
    Enables employees to achieve a Provides clear direction for
    high level of competence in an learning new job skills
    efficient manner
    Enables employees to be more
    Reduces cost overruns caused by proactive beyond their individual
    poor performance roles
    Clarifies job standards for Gives employees insight into the
    performance appraisals overall strategy of their team,
    department, and organization
    Outlines employee development
    and promotional paths within the Provides a mechanism for the
    organization recognition of employees abilities
    CATEGORIES OF COMPETENCY
    MAPPING
    Assessment centre: a procedure that uses a variety of techniques to
    evaluate employees for manpower purpose and decisions.
    Critical incidents technique: a set of procedures for systematically
    identifying behaviors that contribute to success or failure of individuals or
    organizations in specific situations.
    Interviewing: consists of interaction between interviewer and applicant.
    Questionnaires: written lists of questions that users fill out questionnaire
    and return.
    Psychometric tests: a standardized objective measure of a sample of
    behaviour.
    COMPETENCY MODEL
    A competency model is a framework for
    defining the skill and knowledge
    requirements of a job.
    It is a collection of competencies that jointly
    define successful job performance.
    There are four types of competency models:
    Organizational
    Functional
    Job
    Leadership
    THANK YOU

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