COMPETENCY MAPPING
Jagdeep Kaur (Vice President)
HR Globe Consulting
www.hrglobeconsulting.com
CONCEPT OF COMPETENCY MAPPING
Personal
Characteristics
Motive, Trait, SelfConcept & Knowledge
Behavior
Job Performance
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
Organizational
change
Unrecognized
training needs
High Turnover
& Low
retention
Poor
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
End of Period
Performance Appraisal
Performance Management
COMPETENCY BASED PMS
MIXED MODEL
Need for Competency based PMS
Unfair
Appraisal
System
Inflated
Performance
Ratings
Low impact of
PMS on Actual
Management
Non-serious
Performance
Appraisal
Employees
rated PMS
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
feedback
Assessment
Centres