competency_mapping.ppt
- 1. COMPETENCY MAPPING Jagdeep Kaur (Vice President) HR Globe Consulting www.hrglobeconsulting.com
- 2. CONCEPT OF COMPETENCY MAPPING Personal Characteristics Behavior Job Performance Motive, Trait, Self- Concept & Knowledge
- 3. CRITERIA TO MEASURE COMPETENCY & PERFORMANCE Competency Effective Performance Superior Performance Performance Threshold Competencies Differentiating Competencies
- 4. THRESHOLD V/S DIFFERENTIATING COMPETENCIES Must have in the job Distinguishes superior from average performer
- 5. NEED FOR COMPETENCY MAPPING Long learning curves & Lack of succession planning High Turnover & Low retention Poor Performance Unrecognized training needs Want for Organizational change
- 6. 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
- 7. 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
- 9. MIXED MODEL
- 10. 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
- 11. APT Situations for“MIXED MODEL” Performance + Competency PMS Uncertain Environments Self Managing Teams Qualitative/Process Service Jobs Changing Organizational Strategy or Markets
- 12. TOOLS FOR COMPETENCY MAPPING 360 degree feedback Assessment Centres