Competence Mapping

7/31/2019 Competence Mapping

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MADE BY-VIGYA ROYPGDM(G)SECTION-C



Competencies include the collection of success factors necessary for achievingimportant results in a specific job or work rolein a particular organization.



Competency mapping is theprocess of identifying thepotential, knowledge, skills andability of an individual to find out

whether he is competent toperform his task.



Motives: Things a person consistently thinksabout or wants that cause action, motives drive

Traits: Physical characteristics and consistent

responses to situations. Good eyesight isphysical traits of a pilot. Self Concept: A person's attitude value or self

image. . Knowledge: Information a person has in a

specific work area. Skill: It is the ability to perform certain mental

or physical tasks.



Organizational competencies — unique factors thatmake an organization competitive.

Job/Role competencies—things an individual mustdemonstrate to be effective in a job, function orduty, an organizational level or in the entireorganization.

3. Personal competencies—aspects of an individualthat imply a level of skill, achievement, or output.



Need for ensuring that competent people areavailable for performing various critical role.

Reducing manpower costs and pass on the

advantage to the customer.



4. Recognition that technology, finances, customersand markets, systems and processes can all be setright or managed effectively if we have the rightkind of human resources

6.And recognition of the strategic advantage given byemployee competencies in building the corecompetencies of the organization



FOR COMPANY:

1.Establishes expectations for performance excellence.

2. Improved job satisfaction and better employee retention.

3. Increase in the effectiveness of training and professionaldevelopment programs because of their link to successcriteria.

4. Help companies “raise the bar” of performance expectations.



FOR EMPLOYEES:

1. Identify the behavioural standards of performanceexcellence.

2. Provide a more specific and objective assessment of their strengths and the tools required to enhance theirskills.

3.Enhances clarity on career related issues.

4.Helps each understand how to achieve expectations .



1. A problem with competency mapping, especiallywhen conducted by an organization is that theremay be no room for an individual to work in a field

that would best make use of his or hercompetencies.

2. If the company does not respond to competencymapping by reorganizing its employees, then it can

be of little short-term benefit and may actuallyresult in greater unhappiness on the part of individual employees.



3. If too much emphasis is placed on 'inputs' at theexpense of 'outputs', there is a risk that it willfavour employees who are good in theory but not in

practice and will fail to achieve the results thatmake a business successful.

4. They can become out of date very quickly due to

the fast pace of change in organizations and it cantherefore be expensive and time consuming tokeep them up-to-date .



• Stress Interviews

• Structured Group Discussion • Psychometric Tests • Case Studies • Peer Coaching• Presentation• Role Play



Thank you..

Competence Mapping

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