COMPETENCY MAPPING

Jagdeep Kaur (Vice President)HR Globe Consultingwww.hrglobeconsulting.com

CONCEPT OF COMPETENCY MAPPING

Personal Characteristics

Behavior Job Performance

Motive, Trait, Self-Concept & Knowledge

CRITERIA TO MEASURE COMPETENCY & PERFORMANCE

Competency

Effective PerformanceSuperior Performance

Performance

Threshold Competencies Differentiating Competencies

THRESHOLD V/S DIFFERENTIATING COMPETENCIES

Must have in the job

Distinguishes superior from average performer

NEED FOR COMPETENCY MAPPING

Long learning curves & Lack of

succession planning High

Turnover & Low

retention

Poor Performanc

e

Unrecognized training

needs

Want for Organizational change

STEPS IN DEVELOPING A COMPETENCY BASED SELECTION SYSTEMDevelop Competency Model(s) for Target

job(s)

Select / Develop Assessment Methods

Train Assessors in the Assessment Method

Assess competencies of candidates for jobs

Make job-person match decisions for selection, placement and promotion

Validate Selection System

Develop a Competency based job and person database and Matching System

PERFORMANCE MANAGEMENT SYSTEM (PMS)

Pre-requisite steps

Organization Strategy

Organization Objectives

Manager/Work Unit Objective

Performance Planning

Performance Management

Start of Period

During the Period

End of Period

Definition of Job Responsibilities Goal Setting

Performance Appraisal

COMPETENCY BASED PMS

MIXED MODEL

Need for Competency based PMS

Unfair Appraisal System

Non-serious Performance

Appraisal

Employees rated PMS worthless

Low impact of PMS on Actual Management

Inflated Performance

Ratings

APT Situations for“MIXED MODEL” Performance + Competency PMS

Uncertain Environments

Self Managing Teams

Qualitative/Process Service Jobs

Changing Organizational Strategy or Markets

TOOLS FOR COMPETENCY MAPPING

360 degree

feedback

Assessment

Centres

THANK YOU