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    Dokumen - Tips Competency-Mapping

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    Cherine Atif
    Competency mapping involves determining the skills, knowledge, and behaviors required for a job role. It creates an accurate job profile used in selecting, recruiting, and retaining employees. Competency mapping identifies key attributes for each position through job analysis and behavioral interviews. It allows organizations to focus on core competencies, manage roles effectively, and build competencies through targeted training and development.

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    Dokumen - Tips Competency-Mapping

    Uploaded by

    Cherine Atif
    36 views17 pages
    Competency mapping involves determining the skills, knowledge, and behaviors required for a job role. It creates an accurate job profile used in selecting, recruiting, and retaining employees. Competency mapping identifies key attributes for each position through job analysis and behavioral interviews. It allows organizations to focus on core competencies, manage roles effectively, and build competencies through targeted training and development.

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    Competency mapping involves determining the skills, knowledge, and behaviors required for a job role. It creates an accurate job profile used in selecting, recruiting, and retaining employees. Competency mapping identifies key attributes for each position through job analysis and behavioral interviews. It allows organizations to focus on core competencies, manage roles effectively, and build competencies through targeted training and development.

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    © All Rights Reserved
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    Download as ppt, pdf, or txt
    36 views17 pages

    Dokumen - Tips Competency-Mapping

    Uploaded by

    Cherine Atif
    Competency mapping involves determining the skills, knowledge, and behaviors required for a job role. It creates an accurate job profile used in selecting, recruiting, and retaining employees. Competency mapping identifies key attributes for each position through job analysis and behavioral interviews. It allows organizations to focus on core competencies, manage roles effectively, and build competencies through targeted training and development.

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    of 17

    Competency Mapping

    WHAT IS COMPETENCY MAPPING?

     Competency mapping involves the process by which we


    determine:
    The nature and scope of a specific job role, the skills
    required, the level of knowledge required, and the
    behavioral capacities required to apply those skills and
    knowledge in that role.

     Competency Mapping plays a vital role in selecting,


    recruiting and retaining the right people. When the
    competency required for a particular position is mapped,
    an accurate job profile is created.
    DEFINITION
     Competency can be defined as the process of identifying
    key attributes and skills for each position and process
    with in the company.
    CHARACTERISTICS OF INDIVIDUAL IN
    COMPETENCY
     Motive: Underlying need or thought pattern that drives, directs and
    selects an individuals behavior. Eg need for achievement

    Trait: A general disposition to behavior responds in a certain way,


    for instance with self-confidence, self-control, stress resistance

    Self-concept: What they think they value, what they think they do
    or interested in doing

    Knowledge: Content knowledge


    COMPETENCY MAPPING THROUGH
    FOLLOWING STAGES
     Job Analysis

     Behavioral Event Interview


    PROBLEM WITH COMPETENCY
    MAPPING
     A problem with competency mapping, especially when
    conducted by an organization is that there may be no
    room for an individual to work in a field that would best
    make use of his or her competencies.
    WHO CAN IDENTIFIES THE
    COMPETENCIES?
     Experts
     HR Specialists

     Job Analysts

     Psychologists
    METHODS USED IN COMBINATION FOR
    COMPETENCY MAPPING

     Interviews
     Group work

     Task Forces

     Task Analysis work Shops

     Questionnaire

     Use of job description


    Thank you
    NEED FOR COMPETENCY MAPPING
     Focus on performing Roles.
     For time management

     Building the core competition


    BROAD CATEGORIES IN
    COMPETENCY
     Generic
     Competencies which are considered essential for all
    employees regardless of their function or level. For
    example - Communication, initiative, listening skills
    etc.

     Managerial Competencies
     Competencies which are considered essential for
    managerial or supervisory responsibility
    BROAD CATEGORIES IN
    COMPETENCY
     Technical / Functional

    Specific competencies which are considered essential


    to perform a specific role in the organisation within a
    defined technical or functional area of work.
    COMPETENCY BASED
    RECRUITMENT
     Competency based recruitment processes reduce the
    chances of a costly hiring mistake and increase the
    likelihood of identifying and selecting the right person
    for the right job
    COMPETENCY BASED
    PERFORMANCE APPRAISAL
     Competencies enable
     establishment of clear high performance standards
     Collection and proper analysis of factual data against
    the set standards.
     Conduct of objective feedback meetings
     direction with regard to specific areas of improvement
    COMPETENCY BASED TRAINING
     Opportunity to identify/ develop specific training
    programmes

     Focused Training enabling improvement in specific


    technical and managerial competencies
    COMPETENCY BASED
    DEVELOPMENT
     Competencies
     enhances the understanding of ‘development’ and the
    individual gets the necessary tools to take
    responsibility for their own ‘development’
     give the managers a tool to empower them to develop
    people
    COMPETENCY BASED PAY
     Provide an incentive for employees to grow and enhance
    their capabilities

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