COMPETENCY MAPPING Jagdeep Kaur ( Vice President) HR Globe Consulting www.hrglobeconsulting.com.

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Presentation transcript:

COMPETENCY MAPPING Jagdeep Kaur ( Vice President) HR Globe Consulting

CONCEPT OF COMPETENCY MAPPING Personal Characteristics Behavior Job Performance Motive, Trait, Self- Concept & Knowledge

CRITERIA TO MEASURE COMPETENCY & PERFORMANCE Competency Effective Performance Superior 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 Performance Unrecognized training needs Want for Organizational change

STEPS IN DEVELOPING A COMPETENCY BASED SELECTION SYSTEM Develop Competency Model(s) for Target job(s)Select / Develop Assessment MethodsTrain Assessors in the Assessment MethodAssess 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

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