Research Paper Management Volume : 4 | Issue : 12 | Dec 2014 | ISSN - 2249-555X

Competency Mapping - Employee Evaluation Sheet

Keywords Competency, Mapping, Skill, Knowledge, Empowerment

K. JEYAKUMAR Dr. S. Vasantha

Ph.D Research Scholar, School of Management Studies, Professor, School of Management Studies,
Vels University VelsUniversity

ABSTRACT The competency mapping is a vital requirement for all the manufacturing industries. This has to be me-
ticulously followed in all the functions supported by human resource department. According to UNIDO
(2002) A Competency is a set of Skills, related knowledge and attributes that allow an individual to successfully per-
form a task or an activity within a specific function or a job. Manufacturing concerns would expand in stage by stage
and depends on the market size, demand and other environmental factors including demographic and political situ-
ation. Competency mapping holds different branches according to the frame work. This compromise the skill sets
of Education, Knowledge, awareness, experience, intellectual, qualification and experience. Competency Mapping is
a process of identification of competencies required to successfully perform a particular job or role or a set of tasks at
a given point of time. ( jain 2013)These metrics are tuned up in the mapping process and creating the new organiza-
tional structures for employees with necessary motivation, the definite improvement of manufacturing industries is very
much possible. This research attempts to describe the existing concepts on competence mapping. The purpose of this
research is to present the existing phenomenon.

INTRODUCTION quired from the employee to maximize the organizational

Human resource department is an origin for quality em- efficiency to match the industrial average and industries
ployees recruiting and slotting them right place with cor- standard par with global bench mark.
rect responsibility. This can be called as 3R – Right Person,
Right Job and Right Place. Twenty years ago, selecting, OBJECTIVE OF STUDY
mapping and recruiting are Hercules’s task in Indian in- 1. The main objective of this study is to conceptually ana-
dustries. ALBANESE (1989) Competencies are personal lyze the method and importance of competence map-
characteristic that contribute to effective managerial per- ping through various literatures, and to identify the
formance. Some of the industries are taken for the quote competency gap based on Employee evaluation score
namely, Ashok Leyland, TVS, Enfield, Dunlop, Addison & card.
Simpson, Rane are the pioneer in manufacturing organiza- 2. To suggest the organization, (MOP) Measure of perfor-
tion and abide with factory act 1948. Intuition of globali- mance is based on the systematic and structured sys-
zation policy in Prime Minister PV Narshima Rao Regime tem to map the employees in a particular function with
in the mid of 1990’s, the multinational companies, foreign the organizational objectives.
investors have had started to invest in our mother land to
explore the opportunity in manufacturing field. The afore The deliverables of employees would be fixed in the ten
said policy multinational companies like Hyundai, Ford, point scale and distribute and balance population to meet
Wabco, Suzlan have born in India. Cross culture environ- the organizational goal. The population distribution would
ment New Technical -Know and different approach in hu- be done based on the competency matrix with structured
man capital employment and hiring policies are adopted in approaches.
the industries.
REVIEW OF LITREATURE
During this period the employees attrition rates are high Boyatzis (1982) A capacity that exists in a person that leads
, And movement taken between these companies are to behavior that meets the job demands within parameters
enormous for the menial benefits and advantages. These of organizational environment, and that, in turn brings
people have gained different approaches, vertical thinking, about de-sired results. RANKIN (2002)“Competencies are
Good Problem solving Techniques, Kaizen, and continual definition of skills and behaviors that organization expects
improvement along with enhancement of current technical their staff to practice in work”. ANSFIELD (1997) Underly-
qualification. ing Characteristics of a person that results in a effective
superior performance. HAYES (1979) Competencies are
SCOPE OF THE STUDY generic knowledge motive, trait, social role or a skill of a
Competency mapping is widely followed in industries for person linked to superior performance on the job.
defining the organization structure and working out the re-
quired skill sets in the human capital. Bigger organizations Mrs .B.R. Celia & Mr. M. Karthik (2012) are dealt in “Com-
are depending outside agencies to suit their operating skill petency Mapping of Employees in a Power Sector”; they
sets available in the job market. Resume based selection made survey with Electricity employees at Chennai. From
in the job market by the third party agencies would not fit the data collection, the employees are to be improved in
into the exact need curve of the organizational structure. the areas of Product Knowledge, Behavioral with consum-
This would not impart without some Indian or overseas ers, Communications.
trainings are required to map the actual need. Pre-selec-
tion and post selection mapping are essential to extract re- Mr. Mily Velayudhan. T.K (2011) has discussed about the

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 Research Paper Volume : 4 | Issue : 12 | Dec 2014 | ISSN - 2249-555X

study of “Competency Mapping” need for employees for Dr. V. K. JAIN (2013) dealt with a Case study Competency
two Software Company with 147competencies which is re- Mapping in Indian Industries; he had a case study at RXY
lating to 20 broad categories and the dimensions are Drive laboratories worked out following key competency and ar-
for results, Process management, Functional expertise, Per- rived a score board and fined the improvement areas of
sonal effectiveness & ability to influence, Innovation, Team individual.
effectiveness, Customer service, Self-development orienta-
tion, Analytical thinking, Physical ability, Knowledge, Apti- • Technical
tude, Motivation, Communication, Leadership, Managerial • Behavioral
ability, Negotiations, Personal values, Social skills, Technical • Assignment of Scores on Attributes, Skills and Knowl-
competence. Simple random method was used to collect edge of the Employees
the data from the respondents. Tools like t test were used • Assessment of Overall Competency of the Employees
to identify the present competency levels and the compe-
tency gap. He found the gap between CTS & HCL compa- Mr. Sunil J Ramlall (2006) dealt in his research for “Identi-
nies and concluded HCL employees are require training for fying HR competencies and their relationship to Organiza-
improve their effectiveness,. tion practices”. He has taken a survey with HR professional
in the level of HR VPs, HR Directors, HR Managers, HR
Dr. Ajay Khousik (2014) has published his views in “Com- generalist & HR Specialist in 66 different companies. He
petency Mapping of Project and Delivery Management” circulated the survey of sample size 224 populations and
for a Project based assignment for a team, he establish. he got feedback with 104 populations.

• For each role/positions., present the Job Element He has more dealt with HR functional strategy of their reg-
Analysis and write a complete job element analysis ta- ular function contribution like Staffing, HR implementing
ble, pinpoint the critical skills, knowledge and traits re- strategies, Administrative tasks, Designing HR strategies,
quired Labour relations, Organizational assessment and legal as-
• For each role/positions., list the competencies as se- pects. He detailed about HR competency as, the HR per-
lected from the JEA table / quancom or company’s val- sonnel should aware of all departmental deliverables and
ues. responsibility and create an effective appraisal system to
• BARS table for each competency analyzed, for each of analyze the individual competency levels.
the roles
Mr. Shulagna Sarkar (2013), from the article he has dis-
He detailed the roles analysis by element vise and sepa- cussed about “Competency based training needs for In-
rate as characteristics of Knowledge & Skills. dian organization”. He has discussed about the 5 set of
competency to create for analyzing about the individual
Mr. Md.Ishtiak Uddin, Mr. Khadiza Rahman Tanchi, Mr. employees to decide for training needs for individuals.
Md.Nahid Alam (2012) are dealt with “Competency Map-
ping is a Tool for HR Excellence”. They used the following Methods used the following for competency based
techniques training needs
o Analyzing the Organizational & Individual goals
• Behavioral event interview o Identifying and define the competencies (Set Standard)
• Using the STAR technique o Measure current level
• Repertory grid with 7 steps for analyzing the skill set o Provide need based training
o Industrial Application
Mr. R. Yuvaraj (2011) dealt with “Competency Mapping –
A Drive in Indian Industries” The following STEPS he has Tools used for the above are
identified as key competencies for an organization and the o Job analysis questionnaire
job within the function. o Psychometric test questionnaire
o Direct Observation
1. Identify the department for mapping. o Checklist Method
2. Identify the Structure of the organization and select the o Questionnaire for Expert Opinion
grades & levels. o Direct Observation rating
3. Job Description from individuals and departments. o Training Feedback questionnaire
4. Conducting Semi-Structured interviews.
5. Collecting interview data RESERCH PLAN FOR THE STUDY
6. Classify the required Skill list. Reason for Selection of this Study
7. Identify the skill levels. The person who is working under manufacturing compa-
8. Evaluate identified competencies and skill levels with nies should posses the following element as per the Fig.1
immediate superiors and other heads of concerned de- and play in many angles to the succession of Individual,
partments. Management and HRD function relatively. All these factors
9. Preparation of Competency calendar. are interlinked with the performance of organizational ob-
10. Mapping of Competencies jectives and goals as planned by the Management.

Also he used the following methodologies for concluding Most of the organizations are lagging in structuring of their
the Job and Behavioral competency for an organization employees based on this competency mapping with re-
spect to all these aspects.
• Research Design
• Sampling Method
• Sampling Design

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 Research Paper Volume : 4 | Issue : 12 | Dec 2014 | ISSN - 2249-555X

Fig.1 EMPLOYEE EVALUATION SHEET

Date :
Name of the Em- Present
ployee : Grade :
Cumulative Experi-
ence :
Current Employer
Experience :
Imme- HRD
diate Re-
Criteria Mark Score Ap- viewer com-
ments
praiser
Education 10
Source: Author construct
Current Area of 10
Now the manufacturing industries are capturing the perfor- Experience
mance of the employees as follows Other Areas of 10
Experience
Fig.2 Other Field of Expe-
rience with relevant 10
to Current field
Specific Qualification 10
Core depth of 10
Knowledge
Source: Author construct Communication Skill 10

Behavioural Quality 10
From the above figure it is observed that in practical, for relevant working
while updating the achievements many organizations are
failed to update the proper system for capturing the em- Multiple Skills with
ployee output concerns and finally Adhoc evaluation is relevant current em- 10
ployer suitability
happening.
Computer Skills 10
To improve the appraisal system, the criteria is Structure a The above result can be consolidates as master sheet for
standard system which could majorly participating on eval- all the employees, and filtering by Master skills Vs Current
uating their overall output efficiency with respect to their function Vs Multiple Capability. According to the results
demanded management objectives has to fulfill. If they are restructure the personnel for all the departmental func-
perfectly reached in their deliverables, those are qualified tion and make a system for continual monitoring for further
for fulfilling organizational objectives. Training need and Motivation for the individual for success
of the organization.
Initiatives for HRD function
Analyze the departmental function responsibility needs CONCLUSION
of a manufacturing organization for the following depart- Creating an organization structure with clear roles and re-
ments concerns sponsibility with NO ambiguity within the personnel can
make healthy working environment and resulting the Good
• Engineering and Effective performance on their output. This paper may
• Planning serve the employees understand the process and require-
• Purchasing ments of the organization. Further to effective training and
• Assembly motivate the individual and relevant appraisal system will get
• Quality Assurance followed by the management can improve the company’s
• Quality Control image with the working personnel as well as society. Then
• Assembly the recruiting process will become easy to HRD personnel’s,
Good personality personnel will join in the organization.
The following basic need of responsible quality for individ-
ual function for the entire employee should be prepared as
one time process for existing working personnel and file it
as master record of employee.

REFERENCE 1. MRS. B. R. CELIA & MR. M. KARTHICK International Journal of Multidisciplinary Research, Vol.2 Issue 1, January 2012, ISSN 2231 5780, | 2.
Mily Velayudhan T.K, 2011 International Conference on Information Communication and Management, IPCSIT vol.16 (2011) © (2011) IACSIT
Press, Singapore | 3. Dr. Ajay Kaushik, Sai Om Journal of Commerce & Management, Volume 1, Issue 7 (July, 2014), Online ISSN-2347-7571 | 4. Mr. Md.Ishtiak Uddin,
Mr. Khadiza Rahman Tanchi, Mr. Md.Nahid Alam, European Journal of Business and Management, ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online), Vol 4, No.5,
2012. | 5. R.Yuvaraj, International Journal of Scientific & Engineering Research, Volume 2, Issue 8, August-2011, ISSN 2229-5518 | 6. Dr. V. K. JAIN, International
Journal of Emerging Research in Management &Technology, ISSN: 2278-9359 (Volume-2, Issue-10, October 2013. | 7. Sunil J. Ramlall, Applied H.R.M. Research,
2006, Volume 11, Number 1, pages 27-38 | 8. Shulagna Sarkar, Organizacija, Volume 46, Number 6, November-December 2013 | 9. Competency Management- A
practitioner’s Guide by R.Palaniappan, Specialist Management Resources | 10. Competency Mapping: A pre- requisite for HR Excellence - by Dr. Lovy Sarikal | 11.
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