Competency Analysis

People CMM Level 3 Process Area

CSC in Indias Experience

Copyright [2006]
Computer Sciences Corporation India
All rights reserved. No part of this publication may be reproduced without permission.

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> Challenge

Employee Speak

Competency analysis is necessary to identify the knowledge, skills and process abilities

I am proud to be a part of CSC in India

required to perform the organisations business activities so that they may be

where opportunities are provided for

developed and used as a basis for workforce practices.

employees improvement.
For an employee

CSC in India did not have competency analysis framework, thereby having no

focused

competencies defined for any role. The challenge was to formalise the competency

organisation,

analysis process starting from identification of workforce competencies required to

employee

perform the business activities to utilisation of competency information for workforce

development tops

activities like staffing, training and development and competency development.

the priority list.

To address these gaps, the organisation has established a competency analysis

system where employees can map themselves against the competencies defined for
their current and future roles.

> Methodology
Competency analysis begins with identification of the workforce competencies required
to perform the organisational business activities. Once the competencies are identified,
a mapping between the targeted vs actual value of competencies is required to
measure, analyse and predict the future capability of competencies and take necessary
corrective/preventive action to either enhance or maintain the current capability.
Identifying the tasks, skills, knowledge and attitude required to perform various
organisational roles can be used in formulating job description, assessing employees
current level of competency, and activities like planning career development and
coordinating competency development.

CSC in India demonstrates this by

facilitating its employees to attend
various training courses.
To identify the development areas,
many tools are used like training need
survey, inputs from appraisal feedback,
individual

development

plan,

role

based trainings, project needs and

topics identified through competency
analysis.
The direct and most powerful tool is
competence analysis. I am using this
tool to identify the improvement areas
for myself and my team members. This
tool has helped us identify the gaps

CSC in India uses an automated tool to maintain a repository of workforce

competencies. A set of definitions of all the tasks required for a particular role and skills
and knowledge required to perform those tasks is termed as job dictionary. The
requisite competencies for all the roles within a particular workgroup are called job

between

the

existing

level

and

expected level for each specific role

and thus helped in identifying the
development areas.

family. Refer to Figure 1 for a detailed description of the CSC in Indias methodology on
competency analysis practices:

-Chandrakant Shrikrishna Bhagwat

CSC Employee Indore

Copyright [2006]
Computer Sciences Corporation India
All rights reserved. No part of this publication may be reproduced without permission.

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Figure 1 Competency Analysis Process

Copyright [2006]
Computer Sciences Corporation India
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> Innovations Introduced

CSC in India focuses towards periodic reassessment of workforce competencies to ensure
they remain current with the knowledge, skills and process abilities required by the

Competency Analysis

organisations business activities. Various innovations with this regard are:

Goals

Formalisation

and

automation

of

competency

analysis

database

to

define

The

workforce

competencies in terms of tasks, skills and knowledge required for different roles in the

competencies required to

organisation

perform the organisations

Alignment of various workforce activities with the competency analysis framework

business

Self-mapping of employees against the competencies for their current or next

defined and updated.

immediate role

are

The work processes used

Utilisation of competency information across all PCMM levels including training, career

within

development, competency development, recruitment and mentoring

competency

are

Training on competency framework to generate awareness among employees to

established

and

participate and contribute in this initiative

maintained.

Alignment of India-specific competencies with the organisational global roles and

each

workforce

The organisation tracks its

requisite set of competencies

capability in each of its

Competency Capability Baseline (CCB) to measure, analyse and predict the current

workforce competencies.

and future capability of the competencies as per the business needs and take

activities

Competency

Analysis

necessary corrective/preventive action to either enhance or maintain the current

practices

capability

institutionalised to ensure

Periodic review of competency mapping by employees to remain current with the

they are performed as

organisations business needs

defined

Periodic review of the skills and knowledge required to perform a particular role

processes.

are

organisational

ensuring they are complete and correct

> Impact
Our work analysis identifies the competencies that are most important to the successful performance of the targeted job. Other
benefits include:

Objective gap analysis of employees competencies resulting in individual development for an employees current and future
role

Reduced interview vs. selection ratio as a result of competency based assessment at the time of hiring

Self-development of more than 90% of employees in their competencies in respective domains, communication skills and
leadership skills

Increased transparency in the job expectations for an individuals current or future role
Copyright [2006]
Computer Sciences Corporation India
All rights reserved. No part of this publication may be reproduced without permission.

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Improved employee-organisation fit with employees having more clarity on their role towards achieving the companys
goals

Significant improvement in overall organisational competencies with the mandatory competencies check done at the time

> References
http://www.sei.cmu.edu/cmm-p/version2/part3.pdf
LN-Apps/PCMM/PCMM Repository (Internal to CSC in India)

> Contacts

Mailing Address

For any further inquiry/information, please contact:

Computer Sciences Corporation (CSC) India

Girish Kumar Khatri

Pvt. Ltd.

Project Manager - People CMM

C-29, Sector-58

Corporate HR

Noida - 201 301 (U.P.), INDIA

Contact details
Telephone - +91-120-3913023, Extn.-1377
Fax - +91-120-3913095
Cell - +91-9811772521
E-mail - gkhatri@csc.com

Copyright [2006]
Computer Sciences Corporation India
All rights reserved. No part of this publication may be reproduced without permission.

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