COMPETENCY
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Competency
A Competency is an underlying
characteristic of a person which
enables him to deliver superior
performance in a given job, role or
situation. Competencies refer to
abilities based on behaviour.
Competencies also embody the
capacity to transfer skills and abilities
from one area to another.
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Iceberg Model (Marshall)
Knowledge
Skill
Social Role
self-image
Trait
Motive
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Forms of Competency
Competencies may take following forms :
 Knowledge
 Attitude
 Skill
 Motives
 Values
 Self-Concepts
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Competency Grouping (Daniel Katz)
Competencies may be grouped into different areas
 Technical – Dealing with the Technology or know
how associated with the function, role or task
 Managerial/organizational – Dealing with the
managerial aspects,
mobilizing resources.
 Human/Behavioural
organizing,
including
interpersonal, team related.
planning,
person,
 Conceptual/theoretical – including visualizations,
model building
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Need/Reasons for Competency
Mapping
 Individual and organizational growth
 Human Resource Planning
 Career and succession Plans
 Training and Development
 Increased emphasis on performance management
system
 Talent Discovery and retention
 Role and job design/people – job matching
 Compensation Management
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Competency mapping is important and is an
essential exercise. Every well managed Firm
should :
 Have a clear organization structure.
 Well defined roles in terms of the KPAs or tasks
associated with each role.
 Should have mapped the competencies
appropriate for each role.
 Generic competencies appropriate for each role is
identified.
 Used for recruitment, performance management,
promotion decisions, placement and Training
need identification.
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Methods Used
 Interviews
 Group workshops
 Task Forces
 Task analysis workshops
 Questionnaire
 Use of Job Description
 Performance Appraisal Formats
 KRAs and Attributes.
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Stages
 Clarify the performance content.
 Identify people with criterion samples.
 Collect Data through BEI and other means.
 Analyze data and define the competency.
 Validate the model.
 Design application.
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What Language to Use
 Use technical language for technical
competencies.
 Use business language for business
competencies.
 Use standard terms for behavioural
competencies.
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Mapping Competencies
Tips
 Pick up a job or role.
 Workout competencies for this role.
 Circulate this to others and ask various
departments to do it on their own.
 Circulate the samples of competencies done by
others.
 Illustrate knowledge, skill, attitudes and values.
 Choose a sample that does not use jargons/complex
terms.
Contd…
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Mapping Competencies
 Explain the purpose
 Interview of past successful job holders help.
 Role holders themselves may be encouraged to map
their competencies.
 Validate the Map.
 Ensure that the final document and signed by the
incumbent and reporting officer.
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High Potential Competency
Frameworks
 Understanding the organization, business context
and key challenges.
 Define success dimensions.
 Identify and define competencies for superior
performance.
 Delineate work and responsibility level.
 Establish applications to existing HR systems.
 Establish the assessment process.
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Assessment Forum
FORUM
 Subordinate feedback
 Assessment Centre
 Self Assessment
 Manager Rating
 Multi Source Feedback
ISSUES
 Interaction with the
employees.
 Time Commitment
 Assessment of Maturity
 Comfort with system
 Assessor Credibility
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Competencies Needed for Next
Generation HR Professionals
 Strategic contribution.
 Personal Credibility.
 HR Delivery.
 Business Knowledge.
 Knowledge of HR Technology.
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COMPETENCY MAPPING - QUALITY ASSURANCE (MANAGERS)
Sl. No.
Name
Products
Knowledge
Scale
5 - Excellent
4- Very Good
3- Good
2- Average
1-Poor
Manufacturing
Process
Knowledge
Comments-Reporting Authority
COMPETENCIES
Quality
Problem Solving
Standards
Skills
Knowledge
Analytical
Ability
Decision
Making Ability
Comments - Reviewing Authority
COMPETENCY MAPPING - MATERIALS (MANAGERS)
Sl. No. Name
Inventory
Management
Knowledge
Scale
5 - Excellent
4- Very Good
3- Good
2- Average
1-Poor
Negotiating
Skills
COMPETENCIES
Knowledge of
Follow-up &
Product & Concern Communications
Technology
Comments-Reporting Authority
Timeliness
Comments - Reviewing Authority
Trouble
Shooting
Thanks
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