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Competency new 156

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The document discusses competency mapping for human resource management. It defines competencies as the capabilities and behaviors that provide an organizational advantage. Competencies include aptitudes, attitudes, skills, and knowledge. Various competency clusters are identified, such as business knowledge, customer focus, communication, and leadership. Benefits of competency mapping include recruitment, performance management, career pathing, and succession planning. The process of competency mapping involves job description, role clarification, identifying required and existing competencies, and bridging competency gaps. Methods for identifying competencies include interviews, exercises, and psychometric tests. Competencies are then mapped and rated on a scale to assess individuals and guide training, development, and compensation.

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The Changing Face of Human Resources Management “From IR to HR to HRD” Competency Mapping
What are Competencies  Competencies are the human capabilities and work-related behaviours that provide a competitive advantage to an organisation  Any quality or characteristics of a person which underpins successful performance
The Behavioral Iceberg Observable Behavior Aptitudes Competencies Attitudes / Traits Skills Knowledge
Types of Competencies Natural ability that prepares the Aptitudes person to fulfill the responsibilities Way of thinking or behaving needed to Attitudes fulfill the responsibilities Acquired ability or experience needed Skills to fulfill the responsibilities Information and understanding needed to Knowledge fulfill the responsibilities
Competency Clusters Business Knowledge Customer Focus Communication Result Focus Leadership Proactivity Innovation Collaboration Stamina & Adaptability Conceptual Thinking
Benefits of Competency Framework Recruitment & Selection Job Design & Performance Grading Management Career Succession Pathing Planning Training & Potential Development Assessment Reward Management
Competency Mapping : Flow Chart Job Description Role Clarification Competencies reqd. for the Job Competencies a Job Holder has Competency Mapping Bridging the Competency Gap
Methods to Identify Competencies  In Basket Exercises  Stress Interviews  Focussed Behavioral Event Interview  Presentation Vision / Strategy Speeches  Leaderless Group Exercises  Role Play  Business Games  Structured Group Discussion  Psychometric Tests  Case Studies  Peer Coaching & Counseling Exercises
The Five-level Scale WRITTEN COMMUNICATION Write and transmit information 1 2 3 4 5 Write Write Write in a Write in a standard structured simplified simplified documents and manner manner developed complex complex notes and messages in messages in documents order to sustain order to the choices of influence the the reader reader
Competency Mapping : Competency Identification Worksheet Role : Regional Sales Manager  To achieve Sales objectives of approx. Rs.300 Mio  Plan, develop & control the regional sales strategy for a specific range of products  To manage a team of 6 Area Managers and 40 Sales Reps  To ensure efficient regional field force support systems  Interaction with 80-90 distributors and 5 Clearing & Forwarding Agents  To establish timely effective communications within the region and with Corporate Marketing /Sales  To maintain harmonious industrial relations
Competency Mapping : Competency Identification Worksheet Match Person / Position Position : Regional Sales Manager Person Position Score Competencies 1 2 3 4 5 1 2 3 4 5 Person Position Business Knowledge Leadership Result Focus Customer Focus Collaboration Sales Skills Proactivity Conceptual Thinking Innovation Communication Stamina & Adaptability Score Competency Ratio  Pay for the Person  Develop Competency Pay Scale
Business Knowledge Understands the Industry Financial acumen Knowledge of company products Overview of business
Leadership Sets out clear standards and goals Motivates others to achieve and maintain high standards Works to reach consensus and agreement wherever possible Welcomes constructive criticism Identifies and shares success stories
Result Focus Takes on challenging but achievable goals Identifies gaps and seeks to overcome them Sets targets, monitors efficiency and effectiveness Decides on optimum work approach Maximises use of available technology
Customer Focus Anticipates and forecasts customer requirements Defines quality standards for customer service Develops partnership with the customer Enhances long term relationship with customer Creates new solutions to meet customer needs
Collaboration Builds effectively team within a function/ country Encourages and supports colleagues to achieve goals Develops information-sharing networks Creates team effectiveness using people skills
Proactivity Seizing opportunities as they arise Handling crises swiftly and effectively Exceeding the bounds of one’s formal authority
Conceptual Thinking Develops concepts/ patterns perceived in a set of facts Rapidly identifies key issues/ actions in a complex situation Seeing connections or patterns Using vigorous, original analogies or metaphors
Innovation Adapts and applies different new approaches to situations Modifies standard approaches for more effective outcomes Develops original approaches to non-routine situations Encourages innovation and creativity in others , supports new ideas
Communication Listens carefully to others, tries to help people with problem Adapts language and style to meet the needs of the audience Structures information in a way that addresses others’ issues Encourages open discussions through questioning
Stamina & Adaptability Sustain and work long hours Flexible and adapts to change Maintain high performance under stress
Competency Matrix H Search for Consider for transfer or YEARS IN POSITION alternative position promotion Pay below Pay at Reference Salary Reference Salary Train for current High flyer - Develop position Career Plan Pay at Ref. Salary - Pay below Consider market L Reference Salary premium L COMPETENCY H
THANK YOU !!! Abhilash Sivan

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Competency new 156

  • 1. The Changing Face of Human Resources Management “From IR to HR to HRD” Competency Mapping
  • 2. What are Competencies  Competencies are the human capabilities and work-related behaviours that provide a competitive advantage to an organisation  Any quality or characteristics of a person which underpins successful performance
  • 3. The Behavioral Iceberg Observable Behavior Aptitudes Competencies Attitudes / Traits Skills Knowledge
  • 4. Types of Competencies Natural ability that prepares the Aptitudes person to fulfill the responsibilities Way of thinking or behaving needed to Attitudes fulfill the responsibilities Acquired ability or experience needed Skills to fulfill the responsibilities Information and understanding needed to Knowledge fulfill the responsibilities
  • 5. Competency Clusters Business Knowledge Customer Focus Communication Result Focus Leadership Proactivity Innovation Collaboration Stamina & Adaptability Conceptual Thinking
  • 6. Benefits of Competency Framework Recruitment & Selection Job Design & Performance Grading Management Career Succession Pathing Planning Training & Potential Development Assessment Reward Management
  • 7. Competency Mapping : Flow Chart Job Description Role Clarification Competencies reqd. for the Job Competencies a Job Holder has Competency Mapping Bridging the Competency Gap
  • 8. Methods to Identify Competencies  In Basket Exercises  Stress Interviews  Focussed Behavioral Event Interview  Presentation Vision / Strategy Speeches  Leaderless Group Exercises  Role Play  Business Games  Structured Group Discussion  Psychometric Tests  Case Studies  Peer Coaching & Counseling Exercises
  • 9. The Five-level Scale WRITTEN COMMUNICATION Write and transmit information 1 2 3 4 5 Write Write Write in a Write in a standard structured simplified simplified documents and manner manner developed complex complex notes and messages in messages in documents order to sustain order to the choices of influence the the reader reader
  • 10. Competency Mapping : Competency Identification Worksheet Role : Regional Sales Manager  To achieve Sales objectives of approx. Rs.300 Mio  Plan, develop & control the regional sales strategy for a specific range of products  To manage a team of 6 Area Managers and 40 Sales Reps  To ensure efficient regional field force support systems  Interaction with 80-90 distributors and 5 Clearing & Forwarding Agents  To establish timely effective communications within the region and with Corporate Marketing /Sales  To maintain harmonious industrial relations
  • 11. Competency Mapping : Competency Identification Worksheet Match Person / Position Position : Regional Sales Manager Person Position Score Competencies 1 2 3 4 5 1 2 3 4 5 Person Position Business Knowledge Leadership Result Focus Customer Focus Collaboration Sales Skills Proactivity Conceptual Thinking Innovation Communication Stamina & Adaptability Score Competency Ratio  Pay for the Person  Develop Competency Pay Scale
  • 12. Business Knowledge Understands the Industry Financial acumen Knowledge of company products Overview of business
  • 13. Leadership Sets out clear standards and goals Motivates others to achieve and maintain high standards Works to reach consensus and agreement wherever possible Welcomes constructive criticism Identifies and shares success stories
  • 14. Result Focus Takes on challenging but achievable goals Identifies gaps and seeks to overcome them Sets targets, monitors efficiency and effectiveness Decides on optimum work approach Maximises use of available technology
  • 15. Customer Focus Anticipates and forecasts customer requirements Defines quality standards for customer service Develops partnership with the customer Enhances long term relationship with customer Creates new solutions to meet customer needs
  • 16. Collaboration Builds effectively team within a function/ country Encourages and supports colleagues to achieve goals Develops information-sharing networks Creates team effectiveness using people skills
  • 17. Proactivity Seizing opportunities as they arise Handling crises swiftly and effectively Exceeding the bounds of one’s formal authority
  • 18. Conceptual Thinking Develops concepts/ patterns perceived in a set of facts Rapidly identifies key issues/ actions in a complex situation Seeing connections or patterns Using vigorous, original analogies or metaphors
  • 19. Innovation Adapts and applies different new approaches to situations Modifies standard approaches for more effective outcomes Develops original approaches to non-routine situations Encourages innovation and creativity in others , supports new ideas
  • 20. Communication Listens carefully to others, tries to help people with problem Adapts language and style to meet the needs of the audience Structures information in a way that addresses others’ issues Encourages open discussions through questioning
  • 21. Stamina & Adaptability Sustain and work long hours Flexible and adapts to change Maintain high performance under stress
  • 22. Competency Matrix H Search for Consider for transfer or YEARS IN POSITION alternative position promotion Pay below Pay at Reference Salary Reference Salary Train for current High flyer - Develop position Career Plan Pay at Ref. Salary - Pay below Consider market L Reference Salary premium L COMPETENCY H
  • 23. THANK YOU !!! Abhilash Sivan