Competency Mapping

INTRODUCTION Competency Mapping How does the HR department avoid making the mistake of hiring a round peg for a square hole? By using competency mapping Competency-based HR is considered the best HR. In India development and mapping still remains an unexplored process inmost IT organizations despite the growing level of awareness. Competency mapping is a process of identifying key competencies for a particular position in an organization, and then using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc. The competency framework serves as the bedrock for all HR applications . As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results. The competency movement has caught on much better in the NonIT sector than the IT sector. Only a few IT organizations which are at the higher end of the HR value chain are known tobe doing some work in this area. Most are more busy handling recruitment and compensation-related matters. The competency mapping process need to be specific to the user organization ,this is developed by using behavioral interview methods so that the organization creates a model that reflects its own strategy, its own market, own customers, and the competencies that bring success in that specific context (including national culture).

Competency Mapping
Competency Mapping is a process to identify key competencies for an organization and/or a job and incorporating those competencies through the various processes (i.e. job evaluation, training, recruitment) of the organization. It is about identifying ideal behaviors and personal skills which distinguish exceptional and stupendous performance from the average. This aids in setting standards of behavior and thereby performance for the average work forces to follow. Competency maps provide employers with concrete and objective information usable in all employment decisions. As a matter of fact competency is a behavioral and demonstrative ability that is informed to some degree by a conceptual perception. Competency Mapping helps the overall HRD process of an organization by; - Defining the factors for success in jobs and work roles within the organization - Assessing the current performance and future development needs of persons holding jobs and roles - Mapping succession possibilities for employees within the organization - Assigning compensation grades and levels to particular jobs and roles

- Selecting applicants for open positions, using competency-based interviewing techniques and etc. Also the steps involved in competency mapping are presented below; - Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete; which the primary goal is to gather from incumbents what they feel are they behaviors necessary to perform their respective jobs. - Using the results of the job analysis, a competency based job description is developed. It is developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies. - With a competency based job description, mapping the competencies can be done. The competencies of the respective job description become factors for assessment on the performance evaluation.

Competency Mapping For Accounting Professionals

The Perspective Planning Committee has been formed recently to assess the developments, which have been taking place in the service(s) sector and more importantly relating to the accountancy sector so as to initiate and strengthen steps which consolidate and further enhance the distinguish role of the chartered accountancy profession. The constitution of the Perspective Planning Committee for 2008-2009 is: CA. Shanti Lal Daga, Chairman CA. Manoj Fadnis, Vice-Chairman CA. Ved Kumar Jain, President (Ex-Officio) CA. Uttam Prakash Agarwal, Vice President (ExOfficio) CA. Rajkumar S. Adukia CA. Jayant P. Gokhale CA. Atul C. Bheda CA. Sanjeev K. Maheshwari CA. Mahesh P. Sarda CA. S. Santhanakrishnan CA. S. Gopalakrishnan CA. Subodh K. Agrawal CA. Harinderjit Singh CA. C M Dixit CA. Dinesh Jain CA. Deepak Goyal CA. Mohinder P Singh Rakesh Sehgal, Additional Secretary, Secretary to the Committee Secretariat CA. Monika Jain, Assistant Secretary Kunal Sharma, Management Trainee Surabhi Bhan, Management TrainCompetency Mapping Retail Sector OBJECTIVES OF THE STUDY * Understanding retail staff in terms of knowledge, skill, attributes * design exercise for testing competencies * Defining the factors for success in jobs (i.e., work) and work roles within the organization * Assessing the current performance and future development needs of persons holding jobs and roles REASON TO CHOOSE THIS PARTICULAR TOPIC: Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies include the collection of success factors necessary for achieving

important results in a specific job or work role in a particular organization. Evaluation of performance is an important dimension. Evaluation systems should be designed to motivate people to perform better and it should be fare and transparent SCOPE OF THE STUDY * To measure the employees performance against expected skills knowledge and competencies for the assigned positions. This will help in reducing the gap between performance and the goals previously set. * Mapping succession possibilities for employees within the organization INTRODUCTION With changing business scenario and new challenges emerging in the competitive world, successful performance in any job/task has taken a critical place, for organizational success. Competency mapping is one such process that helps in identifying and mapping competencies required for successful performance in a particular role. Competency mapping and assessment has gained paramount importance in organizations, for keeping people development strategies and processes in sync with organizational growth & objectives and maximizing the utilization of human potential. Creating competency based culture and systems in organizations are the need of the hour. ee