Competency mapping
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COMPETENCY MAPPING
Jagdeep Kaur (Vice President)HR Globe Consultingwww.hrglobeconsulting.com
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CONCEPT OF COMPETENCY MAPPING
Personal Characteristics
Behavior Job Performance
Motive, Trait, Self-Concept & Knowledge
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CRITERIA TO MEASURE COMPETENCY & PERFORMANCE
Competency
Effective PerformanceSuperior Performance
Performance
Threshold Competencies Differentiating Competencies
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THRESHOLD V/S DIFFERENTIATING COMPETENCIES
Must have in the job
Distinguishes superior from average performer
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NEED FOR COMPETENCY MAPPING
Long learning curves & Lack of
succession planning High
Turnover & Low
retention
Poor Performanc
e
Unrecognized training
needs
Want for Organizational change
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STEPS IN DEVELOPING A COMPETENCY BASED SELECTION SYSTEMDevelop 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
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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
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COMPETENCY BASED PMS
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MIXED MODEL
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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
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APT Situations for“MIXED MODEL” Performance + Competency PMS
Uncertain Environments
Self Managing Teams
Qualitative/Process Service Jobs
Changing Organizational Strategy or Markets
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TOOLS FOR COMPETENCY MAPPING
360 degree
feedback
Assessment
Centres
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THANK YOU