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COMPETENCY MAPPING AND DESIGNING COMPETENCY DICTIONARY

COMPETENCY
Competency is underlined characteristics required to perform a given task, activity or role. Competency has following forms Knowledge, Skills, and Attitude

COMPETENCY MAPPING
Competency mapping is process of identifying key competencies for the particular organization and then using it for job evaluation, recruitment, training and development, performance management and succession planning.

OBJECTIVES OF COMPETENCY MAPPING


Competency mapping serves a number of purposes. It is done for the following functions: Gap Analysis Role Clarity

Succession Planning
Restructuring Inventory of competencies for future planning

NEED FOR COMPETENCY MAPPING


Training and development Recruitment and selection Career planning Performance appraisal

Succession planning
Compensation Replacement planning

A CONNECTION WITH PERFORMANCE PLANNING


Provides structured and documented procedure Reduces the cost of performance development program

Helps in benchmarking higher level of performance


Helps in creating individual learning plans Helps in assignment of the right job to right person Provides the management input for gap analysis for improving performance

STEPS IN COMPETENCY PLANNING


1. Identify key jobs 2. Determine standard deviation of the performance 3. Conduct job holders assessment

CONTD..
4. Interview the position holder to list the Tasks and activities expected to be performed by the Individual. 5. Interview the position holder to list the actual knowledge, attitude, skills, and other competencies required for performing the task effectively.

CONTD..
9. Consolidate the list of competencies from all the position holders by each task.

10.Edit and finalize. Present it to the supervisors of the position holder and the position holder for approval and finalization.

METHODS
PAST PERFORMANCE BASED APPROACH
Best predictor of future behaviour is past behaviour STEPS Identifying positions to be mapped Identifying performers i.e. outstanding , average , below average Generate list of competencies needed

JOB FOCUSED METHOD


Based on task , role or job profile of incumbent STEPS Understanding purpose of the job Ask incumbent about jobs major activities Mapping each task

VALUE BASED METHOD


Cultural and traditional values of organization to construct competencies Involves top leadership , CEO , HR head

COMPETENCY DICTIONARY

WHAT IS COMPETENCY DICTIONARY?

Competency dictionaries include all or most of the general competencies needed to cover all job families and competencies that are core or common to all jobs within an organization.

USES
PRACTICAL USES
The competencies should underpin: recruitment and selection performance assessment and performance management

career planning and personal development.

EXAMPLE
1) General Competencies

2) Functional or Technical Competencies.