“COMPETENCY MAPPI

By
Divakar
Badola
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 Discussion on…
Competency Mapping
Types of Competencies
Role & Importance of
Competency Mapping
Flowchart
Effects Of Competency
Mapping
Conclusion

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 “Competency Mapping”
• Competency can be defined as the

Process of identifying Key

Attributes and
Skills for each Position and
Process within the company.

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 The Behavioral Iceberg

Observable
Behavior

Aptitudes
Competencies

Attitudes / Traits

Skills

Knowledge
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 Types of Competencies

Natural ability that prepares the

Aptitudes
person to fulfill the responsibilities

Way of thinking or behaving

Attitudes needed to fulfill the responsibilities

Acquired ability or experience

Skills needed to fulfill the responsibilities

Information and understanding

Knowledge needed to fulfill the responsibilities
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 “Competency Mapping”
•
It is about Identifying Preferred
Behaviors and Personal Skills which
“Distinguish Excellent” and
“Outstanding Performance” from the
average.

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 “Competency Mapping”
•
Competency Mapping is a process of Identifying key
Competencies for a company or institution and the

Jobs Functions
and within it.

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Ratan Global Business School
Competency mapping plays a vital
role in-

“Selecting, Recruiting and

Retaining the Right
People.”

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• It also helps in Determining
the Training and
Development Needs and
importantly it helps to
Encourage the Best and
Develop the Rest.
• A “Win-Win” situation for
everyone.
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• Enables the employee to
Align his Efforts in
theDirection of the
company’s requirement.
• Motivates the
employees.
• It assesses the inherent

Strengths and
Weakness of the
individual and helps him
develop himself.

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 Benefits of Competency Framework

Recruitment
& Selection
Job Design Performance
& Grading Management

Career Succession
Pathing Planning

Training &
Potential
Development
Assessment Reward
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Management
 Competency Mapping : Flow Chart

Job
Description

Role
Clarification

Competencies
reqd. for the Job

Competencies a
Job Holder has

Competency
Mapping

Bridging the
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Competency models
❧ “Organizational” Approaches Models

❧ “HR Systems” Approaches Models

❧ “Team” Approaches Models

❧ “Individualistic Models”
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 AMBUIGITY
• A competency is a

Behavior
(i.e. Communication,
Leadership)
rather than a

Skill or
Ability .
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 CLASH…!!!
• The roles desired by the company and

the Expectations carried by the

Cause of
new employee is a

Disappointment for both the

employee and employer “after the
employee joins” the company.

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Making this in to Effect-
Considered;
• Competency mapping as an “ Exercise is
Expensive”
• In involves investment in terms of Time,
Money and Effort
• Support of Top Management
• Clarity -Organizational Goals and
Strategies and core Competency.
• HR Policy
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The purpose of embarking on this type of exercise is to
effectively match the individual’s overall capabilities to
the company’s requirements.
The Company gains
·               Managers gain
 Visibility of competence  A common language for
requirements. competence
 Structure and tool for competence  A competence development
planning. tool .
 Support for sourcing and selection.
 Better basis for assessing
 Sound basis for pay and
compensation.
competence
Employees gain
 Clear picture of competence
The Customers gain requirements within each
occupation/role
 Better equipped and empowered  Opportunity to see and develop
people to deal with competence that the company
needs
 Employability based on
competence rather than current
tasks or position
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 Questions to be asked ?

• Is your company’s selection procedure competency based?

• Does your company have a Competency oriented induction?
• Are your training needs identified through Competency gaps?
• Does your company have attrition problem due to mismatch of
people with the roles they perform?
• Does your company have a list of Competencies required for
various roles in the organization?
• Are the Core Competencies identified for your Organization?

If the above statement holds “ TRUE”

for your organization,
your company can be called a Competency Based Organization.

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 Conclusion

Identify the Core Competencies and bridge the

gap between an Employees caliber and a Firms
Requirement using Competency Mapping.

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 Thank you

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