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Competency Mapping Guide

This document discusses core competencies, which are reliable and measurable characteristics that predict performance levels. Core competencies include the skills, knowledge, and behaviors necessary for success in a specific job. While the general idea of core competencies has been around for years, the process was defined by Prahalad and Hamel in 1990. Competencies can be threshold characteristics needed for a job or differentiated skills that distinguish superior performers. Competency mapping identifies the competencies required for a job and which competencies a job holder has or needs to develop. Various methods are used to identify competencies, and competency models help with recruitment, performance management, career development, and other human resource functions.

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618 views18 pages

Competency Mapping Guide

This document discusses core competencies, which are reliable and measurable characteristics that predict performance levels. Core competencies include the skills, knowledge, and behaviors necessary for success in a specific job. While the general idea of core competencies has been around for years, the process was defined by Prahalad and Hamel in 1990. Competencies can be threshold characteristics needed for a job or differentiated skills that distinguish superior performers. Competency mapping identifies the competencies required for a job and which competencies a job holder has or needs to develop. Various methods are used to identify competencies, and competency models help with recruitment, performance management, career development, and other human resource functions.

Uploaded by

charu nagpal
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Core

Competen
cies
Competen
A Competencycies
is a reliable measurable,
relatively enduring(stable) characteristic of a
person, team or organization that causes and
statistically predicts a criterion level of
performance.

ØCompetencies include the collection of


success factors necessary for achieving
important results in a specific job or
work role in a particular organization
Idea
Generation
ØWhile the general idea of core
competency has been around for a
number of years, the process of core
competency was first defined by C.K.
Prahalad and Gary Hamel in 1990.
Types of
Competencies
Threshold Differentiated

They are the They Statistically


Characteristics Differentiate
which any job Superior from
holder needs to average
have to do that performers.
job effectively . These are the
These distinguish characteristics
people who can which are not
do the job from there in average
those who can
What is
Competency
It is
Mapping
about identifying
preferred behaviors and
personal skills which
distinguish excellent and
outstanding performance
from the average. A
Competency is the
ingredients (skills,
knowledge, attributes and
behaviors) that contribute to
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

n In Basket Exercises
n Stress Interviews
n Focused Behavioral Event Interview
n Presentation Vision / Strategy Speeches
n Leaderless Group Exercises
n Role Play
n Business Games
n Structured Group Discussion
n Psychometric Tests
n Case Studies
n Peer Coaching & Counseling Exercises
Compone
nts
Components of
Competencies
Natural ability that prepares the
Aptitude
person to fulfill the
s
responsibilities

Way of thinking or behaving


Attitudes needed to fulfill the
responsibilities
Acquired ability or experience
Skills needed to fulfill the responsibilities

Information and understanding


Knowledge needed to fulfill the responsibilities
The Behavioral Iceberg

Observable
Behavior

Aptitudes
Competenci

Attitudes / Traits
es

Skills

Knowledge
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 Performanc
& Grading e
Managemen

Career Succession
Pathing Planning

Training &
Potential Developme
Assessment Reward nt
Managemen
t
Competenc
2y Modelling
Benchmarking Stages: -

How
What
Criteria
Criteria

Measures of superior The study of the


performance are: - processes, materials,
such as; lowest cost equipments and
per unit, fastest cycle human resources the
time, highest quality, best performing
largest profit margin organizations use to
of best performing
Steps in
developing a
valid
competency
Source: - Handbook by Lance A. Ber
The steps to develop a
competency model
are: -
•Define performance
criteria.
•Analyze criterion
sample.
•Collect data.
•Develop competency
model.
•validate competency
METHODS TO
COLLECT DATA
Validate
Competency
Model
Concurrent validation
Cross validation
Predictive validity
THANK YOU !!!

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