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COMPETENCY MAPPING
Framework

MACRO VIEW OF COMPETENCY MANAGEMENT

STRATEGIC FRAMEWORK

Organizational Strategy
Vision, Mission, Values, Strategic,
Intent, Corporate Governance,
Corporate Social Responsibility & Ethics

Business Strategy
Business Plan & Goals, Culture
People, Technology

Teamwork Strategy
Leadership, Communication
Conflict Management, Interpersonal
Skills, Project Orientation, Self
Managed Teams (SMT)

Role Strategy
Ability, Autonomy, Multiskilling,
Task identity, Performance
Evaluation & rewards and performance
development

COMPETENCY FRAMEWORK

COMPETENCY MODELING
FRAMEWORK

Core Competencies
(Organizational wide)

Stakeholder Interest

Business Competencies
(SBU specific)

Achieving Business Targets

Team Competencies
(Project driven)

Role Competencies
(Role wise)

Market Positioning

Employee Satisfaction

Profit Center Orientations

Team Development & Synergy

Performance Accomplishment
Individual Development

PROGRAM DESIGN AND IMPLEMENTATION : THE MODEL

COMPETENCY IDENTIFICATION
COMPETENCY FRAMEWORK

1.

Identification process (4 steps)

1.

Core competencies
(Organization wide

2.

Consolidation of checklist

3.

Rank Order and finalization

2.

Business competencies
(SBU specific)

4.

Validation and Benchmark

3.

Team Competencies
(project driven)

4.

Role competencies (Role

wise)

COMPETENCY
MAPPING
1.

Strategy-Structure
Congruence

2.

Structure Role
Congruence

3.

Vertical &
horizontal Role
linkages

4.

Positioning to bring
in competitive
advantage

COMPETENCY ASSESSMENT
1.

Psycho-metric tool

2.

360 Degree approach

COMPETENCY
DEVELOPMENT
1.

Maturity framework &

matrix

2.

Areas of improvement

3.

Action Plan

INTEGRATION OF HR
FUNCTION
1.

PMS

5. R&S

2.

CP & CD

6. RS

3.

SP & SD

4.

T&D

COMPTENCY DEVELOPMENT
Role

Identified
competencies

Assessment
result

Areas of
improvement

Action plan

COMPETENCY MAPPING

Strategy structure congruence

Structure Role congruence

Each role to be unique

Non-Repetitive
Value adding

Vertical and horizontal role congruence

Ensure non repetitive tasks in two different roles
Ensure core competencies for each task
Link all the above and position to bring in competitive advantage

DELIVERABLES
1.
2.
3.
4.
5.
6.
7.

Role Directory
Competency profiles
Competency Map
Competency based HR systems t
Recommendations: Rationalization of structure and manpower
Institutionalization of interventions
Organization Diagnosis Report

INTEGRATION OF HR SYSTEMS
(Competency based HR practices

Performance
Management System
Reward System

Career Plan & Career

Development
Competency requirement
Competency availability
Competency acquisition/
Development

Recruitment &
Selections

Training
/development Plans
& Programmes

Succession plans &

Succession
Development