Competency mapping of two job descrptions

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Sales Manager, R&D staff Competency Mapping BY T.V.Ashok Kumar PGDMG13111

description

It mainly deals with technical and managerial dimensions of competency mapping.

Transcript of Competency mapping of two job descrptions

Page 1: Competency mapping of two job descrptions

Sales Manager, R&D staff Competency MappingBY

T.V.Ashok KumarPGDMG13111

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Competency=Intelligence + Education + Experience + Ethics + Interest

SkillJob AttitudeKnowledge

Observable Behavior

Job Performance

Competency

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Our ValuesHighest performance with highest ethicsResponsible – Committed to ethical and responsible actions Comprometida Excellent – Achieving high performance and excellent resultsInnovative – Being innovative to create sustainable value

Corporate VisionA world of proven talent, delivering breakthrough innovations, giving our customers a unique competitive edge, enabling societies to master their most vital challenges and creating sustainable value. 

Mission Through our global network of innovation and strong local presence, we are pooling and developing our knowledge and competencies within a high performance organization, aiming to create outstanding value for our clients, employees, shareholders and society.

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Types Of CompetenciesType Description

Generic Which are considered essential for all staff, regardless of their function or level

Specific Required to do particular job or task

Threshold/performance Required to do the job which do not differentiate between high and low performersPerformance will differentiate between high and low performers

Differentiating competencies Behavioral characteristics that high performers display

Managerial competencies Considered essential for staff with managerial responsibility in any service or program area , including directors and senior posts

Technical competencies Which are considered essential to perform any job in the organization within a defined technical or functional area of work

Behavioral competencies Considered essential for all

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Steps in competency mapping• Step 1: Identify departments for competency profiling• Step 2: Identifying hierarchy within the organization and selection of levels• Step 3: Obtain the job descriptions• Step 4: Preparation of semi structured interview• Step 5: Recording of interview details• Step 6: Preparation of a list of Skills• Step 7: Indicate proficiency levels• Step 8: Validate identified competencies and proficiency levels with immediate superiorsand other heads of the concerned department• Step 9: Preparation of competency dictionary• Step 10: Mapping of competencies

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Process of Competency Mapping• The broad processes that are followed in an organization while undertaking the process of competency mapping are detailed below:• First stage of mapping requires understanding the vision and mission of the organization.• Second stage requires understanding from the superior performers the behavioral as well as the

functional aspects required to perform job effectively. • Tool for the first and second stage: BEI/ Structured Interview• Third stage involves thorough study of the BEI Reports/ Structured Interview Reports a) Identification of the competency based on competency frame work b) Measurement of competency c) Required levels of competency for each job family d) Development of dictionary which involves detail description of the competency based on

the indicators. Care should be taken that the indicators should be measurable and gives objective judgment.

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Fourth Stage requires preparation for assessment. a) Methods of assessment can be either through assessment centers or 360 Degree Feedback b) If assessment center is the choice for assessment then tools has to be ready beforehand i. Tools should objectively measure the entire competency required. ii. Determine the type of the tools for measuring competency iii. Prepare the schedule for assessment iv. Training to the assessor should indicate their thorough understanding of the competencies and the tools and also as to how the behavior has to be documented.Fifth Stage involves conducting assessment centre. Usually it is a two day program which would involve giving a brief feedback to the participant about the competencies that has been assessed and where they stand to.Sixth stage involves detailed report of the competencies assessed and also the development plan for the developmental areas

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Data Collection tools

Behavioral Events InterviewExpert Panels SurveysExpert Systems Job Analysis Role Analysis Direct Observation

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Category Description

Category Developer Brand builder

Planner/Implementer Focus on excellence in goals(availability)Makes change happen

Makes Commercial Decision Strategic perspectiveMarket awareIT systems facility

Leverages/Relationship Capable networkerCustomer wiring(insight)

Adds value to Customer Business Consultative problem solver, Strategy aligner, Helps customers to sell

Sales Force Competencies

Cont.…..

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Maximizes Mutual profit Financial process manager, Skilled investor

Consise,Inspiring Communicator Communicate clear vision , use systems to support argument

Flexible sales person Persuasive selling skills , win-win negotiator

Committed to continuous learning Priorities needed, Personal development plan Leader

Guardian of the culture Leads by example, Brand builder Trust/integrity Committed team builder

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Communicate Act & LeadCharacter Descriptor

Share the vision Aligns team structure, team visioning

Concise inspiring communicator Effective use of systems, concise presenter

Sales planner vision into action, team objective setting KRA focus

Organizer Selector/retainerTerritory organizer

Flexible sales person Win-win negotiation

Performance manager Understands performance driverspromotes self-management

Committed people developer Priorities learning, creative coachDevelopment planner

Motivational leader Assesses motivation, demonstrates things

Team builder Promotes team responsibility, meeting facilitator, innovation manager

Guardian of the culture Brand builder , trust/ integrity

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DIMENSION OF COMPETENCY LEVELS

Column1 BASIC COMPETENT ADVANCED EXPERT

Share the visionConcise inspiring communicatorSales plannerOrganizerFlexible sales personPerformance manager committed people developerMotivational leaderTeam builderGuardian of the culture

1=expert , vital2=proficient , very important3= Developing , important

Assessment of Sales Manager Role

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Competency mapping required for a research & Development staff

Column1 Column2 Column3 Column4 Column5

Basic Competent Advanced ExpertBusiness awarenessBusiness skillstechnical skillscustomer orientation 1 - Highly satisfied

organizing skills 2 - satisfied

cross functional perspective 3- moderately

planning skills 4- highly dissatisfied

execution skills 5-dissatisfied analytical skillsDecision makingDelegationLeadershipDeveloping and supporting subordinates for effectivenesscommunicationteam working & Interpersonal effectivenessinfluencing abilityAchievement orientationNetworking abilitycreative thinkingstrategic thinkingtolerance to non conformities

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Dimension Technical Managerial

Sales manager Guardian of cultureShare the visionPerformance developerProduct knowledge

Sales plannermotivational leaderteam builderInspiring communicator

Research & Development staff

Execution skillsAnalytical skillsDecision makingCreative thinkingBusiness awarenessNetworking ability

Organizing skillsPlanning skillsLeadershipTeam workingCommunicationInfluencing ability

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