Competency Mapping is a process of identify key competencies for an organization and/or a job and incorporating those competencies throughout

the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability. The steps involved in competency mapping with an end result of job evaluation include the following: 1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs. 2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies. 3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors. 4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization. Competency mapping is a way of assessing the strengths and weaknesses of a worker or organization. It's about identifying a person's job skills and strengths in areas like teamwork, leadership, and decision-making. Large organizations may use some form of this technique to understand how to best use each worker or how to combine the strengths of different employees to produce the highest quality work. Individuals may also find that this type of assessment can help them prepare for a career change or advance in a specific job field. competence: the quality of being adequately or well qualified physically and intellectually. TRAINING & DEVELOPMENT Training is a process of learning a sequence of programmed behaviour. It improves the employee's performance on the current job and prepares them for an intended job.

Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals. DIFFERENCE: Training: 1.It's a short term process. 2.Refers to instruction in technical and mechanical problems 3.Targeted in most cases for non-managerial personnel 4.Specific job related purpose Development: 1.It is a long term educational process. 2.Refers to philosophical and theoretical educational concepts 3.Managerial personnel 4.General knowledge purpose PURPOSE OF TRAINING: 1.To improve Productivity: Training leads to increased operational productivity and increased company profit. 2.To improve Quality: Better trained workers are less likely to make operational mistakes. 3.To improve Organizational Climate: Training leads to improved production and product quality which enhances financial incentives. This in turn increases the overall morale of the organization. 4.To increase Health and Safety: Proper training prevents industrial accidents. 5.Personal Growth: Training gives employees a wider awareness, an enlarged skill base and that leads to enhanced personal growth. PURPOSE OF DEVELOPMENT: Management development attempts to improve managerial performance by imparting 1.Knowledge 2.Changing attitudes 3.Increasing skills The major objective of development is managerial effectiveness through a planned and a deliberate process of learning. This provides for a planned growth of managers to meet the future organizational needs. Training = Teaching New Skills

Development = Perfecting Existing Skills Compensation means the entire package that is paid to an employee, which includes all monetary and non monetary emoluments i.e. salary, pf and other such benefits. Rewards is one part of Compensation, its a process which helps in reinforcing the behaviour, in a lay man's language reward is a monetary or no monetary recognition given to an employee in lieu of better performance. Compensation includes monthly salary and all benifits like,pf,esi,medical,gratuity and reward is the amount or benifit which one will get for his extra ordinary performance EMPLOYEE BENEFITS Employee benefits are perks provided by an employer that is an addition to employees salaried income. A few common employee benefits include: paid vacation days, personal leave, fringe benefits (bonuses not tied to performance, tuition assistance, etc.), retirement benefits and health/disability/life insurance among others. Whether your business operates as a garden center, greenhouse, nursery, floral shop or if youre a horticultural business on-the-move offering employee benefits will position your business to be competitive in the job market. Employee benefits help companies retain employees in addition to enhancing the relationship between employer and employee. It is important to note that employee benefits packages will vary by business. Thus, it is in the best interest of any employer to take the time to sit down with an insurance company and consider all options. WORKERS COMPENSATION By definition, workers compensation is a system of insurance that by law requires an employer to pay or provide insurance to supplement lost wages and/or medical expenses of an employee who has been injured in the workplace. Compensation is your total gross earnings (salary) plus your benefits and any other perks a company gives you that have some monetary value. Salary is your pay alone, figured annually, monthly, bi-weekly, hourly, or whatever.

ADVANTAGES OF COMPENSATION & BENEFITS Advantages to Your Boutique:

A well designed compensation and benefits plan helps to attract, motivate and retain talent in your firm (which is myWear). A well designed compensation & benefits plan will benefit your boutique in the following ways. 1. Job satisfaction: Your employees would be happy with their jobs and would love to work for you if they get fair rewards in exchange of their services. 2. Motivation: We all have different kinds of needs. Some of us want money so they work for the company which gives them higher pay. Some value achievement more than money, they would associate themselves with firms which offer greater chances of promotion, learning and development. A compensation plan that hits workers needs is more likely to motivate them to act in the desired way. 3. Low Absenteeism: Why would anyone want to skip the day and watch not-so-favorite TV program at home, if they enjoy the office environment and are happy with their salaries and get what they need and want? 4. Low Turnover: Would your employees want to work for any other boutique if you offer them fair rewards. Rewards which they thought they deserved? Advantage to Your Employees: 1. Peace of Mind: your offering of several types of insurances to your workers relieves them from certain fears. Your workers as a result now work with relaxed mind. 2. Increases self-confidence: Every human being wants his/her efforts to get acknowledgment. Employees gain more and more confidence in them and in their abilities if they receive just rewards. As a result, their performance level shoot up. I hope this hub added to your knowledge of compensation management. performance management system Web definitions A management technique intended to holistically consider the performance of (usually a group of) employees or machines to work towards... en.wiktionary.org/wiki/performance_management_system

Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an 'employee offering'.

The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates' motivations and their fit with organisational requirements by interviewing and other assessment techniques. The recruitment process also includes the making and finalising of job offers and the induction and onboarding of new employees.[1]