COMPETENCY MAPPING

Jagdeep Kaur (Vice President)

HR Globe Consulting
www.hrglobeconsulting.com
 CONCEPT OF COMPETENCY MAPPING

Personal Behavior Job Performance

Characteristics

Motive, Trait, Self-

Concept & Knowledge
 CRITERIA TO MEASURE COMPETENCY &
PERFORMANCE

Competency

Superior Performance Effective Performance

Performance

Threshold Competencies Differentiating Competencies

THRESHOLD V/S DIFFERENTIATING
COMPETENCIES

Distinguishes superior from

average performer

Must have in the job

NEED FOR COMPETENCY MAPPING

Long learning
curves & Lack of
succession planning

Want for High Turnover

Organizational & Low
change retention

Unrecognized Poor
training needs Performance
STEPS IN DEVELOPING A COMPETENCY BASED
SELECTION SYSTEM
Develop Competency Model(s) for Target job(s)

Select / Develop Assessment Methods

Train Assessors in the Assessment Method

Assess 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)

Organization Strategy

Pre-requisite steps Organization Objectives

Manager/Work Unit Objective

Start of Period Performance Planning

Definition of Job Responsibilities

During the Period Goal Setting
Performance Management

End of Period Performance Appraisal

COMPETENCY BASED PMS
MIXED MODEL
Need for Competency based PMS
Unfair
Appraisal
System

Inflated Non-serious
Performance Performance
Ratings Appraisal

Low impact of Employees

PMS on Actual rated PMS
Management worthless
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 Assessment

feedback Centres