Competency Mapping: Class - Bba 6 Semester Subject - Talent and Knowledge Management Unit - 2

COMPETENCY MAPPING
CLASS – BBA 6TH SEMESTER

SUBJECT – TALENT AND KNOWLEDGE MANAGEMENT
UNIT – 2
COMPETENCY MAPPING
MEANING
Competency mapping is a way of assessing the strengths and

weaknesses of a worker or organization. It is about identifying a
person’s job skills and strengths in areas like teamwork, leadership and
decision making. Thus, it is about identifying a person’s job skills and
strengths in the areas like teamwork, leadership and decision-making.
CONCEPT OF COMPETENCY MAPPING
Competency Mapping is processes of identifying key competencies for an

organisation and/or a job and incorporating those competencies
throughout the various processes (i.e., job evaluation, training,
recruitment) of the organisation. It generally examines two areas –
emotional intelligence or emotional quotient (EQ), and strengths of the
individual in areas like team structure, leadership, and decision-making.
Boyatzis(1980) – “A capacity that exists in a person that leads to behaviour
that meets the job demands within parameters of organisational
environment, and that, in turn brings about desired results”.
NEED FOR COMPETENCY MAPPING
1. The cost of manpower is becoming increasingly high.
2. Realization of the truth that people can transform an organization.
3. Getting more from the people rather than getting more people.
4. Increased customer focus; identifying and fulfilling implied customer needs
and expectations.
5. Recognizing the fact that the right kind of human resources can monitor and
manage the technology, finance, market, customers, customer relationship,
processes, procedures, and the system effectively.
6. Importance of role performer vis-a-vis time management.
OBJECTIVES OF COMPETENCY MAPPING
1. Identifying the key success factors

2. Pinpointing triggers for each role
3. Laying direction for superior performance
4. Setting defined expectations from employees
5. Serving means for communicating performance expectations
6. Ensuring that the employees obtain greater transparency about their roles
7. Providing opportunities for development
8. Creating a more empowered workforce
9. Employing the workforce effectively
IMPORTANT APPROACHES
TO COMPETENCY MAPPING
1. Expert Opinion
2. Structured Interviews
3. Workshops
4. Critical Incident Techniques
5. Repertory Grid Analysis
6. Job Competency Assessment
COMPETENCY MAPPING FRAMEWORK
The competency framework holds many separate competencies that may
be arranged into five core clusters
1. Thinking – cognitive and intellectual competencies. This cluster
includes competency identification skill, business understanding skill,
organization behaviour understanding skill, project management skill,
electronic system skill, facilities selection skill, etc.
2. Relating – social or interpersonal competencies. This cluster demands
building bridges of relationship; creating networking and partnering.
3. 3. Leading – managerial competencies (logical thinking, analytical
thinking, stress management, leadership skills, planning and
organizing skills, and problem analysis and decision-making).
CONT…
4. Self-managing – competencies relating to emotions, stimulation,

motivation, driving forces, and reactions; the degree of influences on
effectiveness and efficiency, and analysing how these influence
effectiveness and efficiency.
5. Achieving – result-focused competencies relating to achievement of
business goals. Negotiation skill, presentation skill, visioning skills, etc.
are all essential to achieve business results.
COMPETENCY-BASED HR PRACTICES –
DESIRED OUTCOMES FOR ORGANIZATIONS:
1. Enhance the Marketing Position

2. Hiring Effectiveness
3. Better Internal Placement
4. Training/Development Efficiencies
5. Increased Productivity
6. Better Organizational Performance
COMPETENCY MAPPING PROCESS
Step 1 – Development of Core Competencies

Step 2 – Assessing Competency Levels Required Across
Positions
Step 3 – Developing Competency-Based Job Descriptions
Step 4 – Competency-Based Matrix
Step 5 – Individual Development Planning
DESIRED OUTCOMES FOR ORGANIZATIONS
1. Enhance the Marketing Position

2. Hiring Effectiveness
3. Better Internal Placement
4. Training/Development Efficiencies
5. Increased Productivity
6. Better Organizational Performance
DESIRED OUTCOMES FOR EMPLOYEES
1. Understanding position requirements

2. Needed training
3. Easier to show qualifications
4. Ability to prepare for the new/next job
5. More rational HR decisions
6. Assessment of competence makes it easy for the qualified worker to stand
out

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COMPETENCY MAPPING

CLASS – BBA 6TH SEMESTER

Competency mapping is a way of assessing the strengths and

Competency Mapping is processes of identifying key competencies for an

1. Identifying the key success factors

4. Self-managing – competencies relating to emotions, stimulation,

1. Enhance the Marketing Position

Step 1 – Development of Core Competencies

1. Enhance the Marketing Position

1. Understanding position requirements

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