By Edwin Ebreo

ExeQserve.com
 ExeQserve is an HR Consulting Company
based in the Philippines. We offer solutions in
recruitment, training and general HR
management. Please visit our website at
http://www.exeQserve.com. You may also call
us at (632)8933199 or email us at
information@exeQserve.com
Having a competency based HR system helps integrate all
HR initiatives with the organization’s strategic direction.
By mapping the employees competencies, HR is able to
devise a mechanism for aligning recruitment, training,
performance management, career and succession
planning, etc. By establishing a clear line of sight between
organizational direction and employee competencies, HR
initiatives directed at enhancing these competencies
clearly places HR as a strategic partner to the rest of the
organization. We at exeQserve can help you facilitate a
cost effective competency mapping for your organization
and come up with HR initiatives that maximize the use of
your competency model.
 To develop your company’s Competency map;
 Enable managers to participate in the
development and management of competency-
based systems
 Use the competency map in relevant HR
initiatives
 Org Core Competency HR
Direction Strategies Mapping Subsystems
Core Culture
Competencies Building
Vision & Mission Training &
Business Dev't
Core Strategies
capabilities Leadership &
Management
Stakeholder Leadership
Competencies and
requirements
Management
Market realities Development
Key Functional
Measures Competencies Performance
Management
 Strategic

Operational
Core
Competencies Tactical

Managerial
Competencies

Functional
Competencies
 Part 1: Understanding Competency
 Introduction of the concept
▪ Origin
▪ Uses
 Components of competency
 Competency Model Development
 Part 2: Scoping
 Context & Scope
 Expected outcome
 Future orientation
 Types of competencies to be used
 Connecting Company core strategies with
core competencies
 Identifying core employee competencies
 Identifying Managerial Competencies
 FGD on Job-relevant Competencies
 Identify primary responsibilities
 List down critical behaviors, knowledge
and personal attributes for each task
 Use aforementioned information to
provide indication of competencies
 Categorization of competencies
▪ Managerial
▪ Technical
▪ Personal
 Use behavioral Event interview
 Identify critical incidents where stated competencies
were applied
 Describe critical behaviors that effectively applied the
said competencies
 List down critical behaviors as behavioral attributes
that describe competencies
 Review and finalize output
 BEI took care of past behaviors, how about future
behaviors? What should be added?
 Make Individual Competency Profiles per position
Activity Time frame Output
Intro to Competency 1 day Awareness of
Mapping Competency-based HR
Concept
Finalized Scope

Identifying Competency 1 to 2 weeks Core Competencies

Components Managerial
Competencies
Developing 2 – 3 weeks Job-relevant
Competency competencies
Matrix/Catalogue Competency Matrix
Developing 4-5 weeks Individual Competency
Competency Profiles Profiles per positions
Gap Analysis

HRD
Competency
map