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13REVIEW OF LITERATURE
This Chapter illustrates the review of available literature relating to competency mapping and
skill gap analysis in banking as well as other sectors. This also includes studies that have been
undertaken in foreign countries. Research studies in the Indian soil are very few. This chapter
has given a lead to proceed well with the research work concerned.
Concept of Competency
Competency is a capacity of an individual that leads to the behavior, which meets the job
demands within the parameters of the organizational environment and in turn brings about
desired results. The competency mix comprises knowledge, skills and attitude. Any underlying
characteristic required performing a given task, activity, or role successfully can be considered as
competency.
Hogg B (1989) defined competency as Competencies are the characteristics of a
manager that lead to demonstration of skills and abilities, which results in effective performance
within an occupational area. Competency also embodies the capacity to transfer skills and
abilities from one area to another.
Definition of Competency:
Early in the 1970s, (McClelland, 1973), a professor of Harvard University, proposed the
idea of competency as a term used to challenge traditional criteria of assessment which had
emphasized intelligence evaluation in the higher education system. His theme provided a
conceptual framework that led to many subsequent studies in other fields such as teacher
education, vocational education, business management, and human resource management
(Spencer, 1993) .To better understand international trade competencies, this section began by
defining and grouping competency, followed by introducing the competency models, then
discussing competency in Taiwan and the paradigm shift on competency.
A competency was defined in the literature from various perspectives. The American Heritage
Dictionary of English language provided a general description as the state or quality of being
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Components of Competency:
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Competency Assessment
Competency assessment is the process of measuring the competency deficiency of an individual
or group of individuals against the required competencies in relation to existing or expected job
requirements or superior performance. These required competencies should have been identified
for the job/role through Competency Identification Models.
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(JAIN, 2013), This study was undertaken to analyze employee competencies including
Attributes, Skills and Knowledge parameters in detail and make a gap analysis in the actual and
desired skills and assess the training needs of the employees. Gap Analysis has been made in
order to understand the difference in Actual and Standard scores on the variables of each
component of Attribute, Skill and Knowledge. It was observed that the respondent is fairly good
on various parameters of attributes and skills. The total score of the parameters of Knowledge
component as compared with the standard score indicate a slightly negative Gap in the actual
Knowledge of the respondent. The study suggests that every organization should review its
performance Appraisal System to incorporate the results of skill-will analysis and employee job
role assessment. It will improve the employee competencies in the organization and will help in
growth of the organization.
(Togonon, 2009), a report which shares several years of Womens World Banks (WWB) handson experience and lessons learned in the use of competency-based human resource systems to
build organizational capability for microfinance institutions. This article reports on research
designed to explore the competency models that can be used to raise the bar of performance.
By defining the behaviors that characterize exemplary employees, employers can hire the right
people for jobs, train existing staff towards desired behaviors, coach those who are not aligned
with these behaviors, and continuously bring the organization to a higher level of success.
Jutta Rasp et.al(2007)40 in their study onEuropean competency mapping, solve the
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(SANDY SCAFFETTA JOHNSON, 2010), This Skills Gap Analysis Report is a documented
instrument that represents the voices of the Oklahoma aerospace industry. The overview
provided in this report discusses the International, National, and State implications of the
aerospace industry on the economic impact of the aerospace industry and what other countries
are doing to establish and grow their aerospace programs. From these discussions and from
several personal interviews, recommendations are submitted to empower the industry to become
actively involved in the areas where narrowing the gap between current conditions and desired
conditions could make a substantial difference in the productivity of the industry and its
economic development in the state of Oklahoma.
Obiols Albiana L, et.al.(2005)41 in their study on Mapping levels of practice in the advanced
practitioner workforce aims to assess the validity for self-assessed competence in the experienced
specialist and advanced practitioner workforce, using the Advanced Competency Framework. The
Advanced Level Framework (ALF) has been developed and previously described. Using this
framework, the researchers collected data on the self-assessed competence and level of practice
among the practitioners in the selected specialist interest groups. The ALF comprises 34
competencies clustered into 6 key competency domains: "Expert Professional Practice", "Building
working relationships", and Leadership, Management , Education, Training & Development and
Research & Evaluation. As a result of the study, Data were obtained for 390 pharmacists. There were
66.9% females. The mean number of years qualified was 18. 22.8% were represented by Specialists
in Training, 39.7% were Experienced Practitioners and 34% were Leading Edge Practitioners.
HOMALS analysis (fig.1) showed that Specialists in Training tended towards "Foundation" (lowest)
level, while Experienced Practitioners clustered around "Excellence" and Leading Edge Practitioners
clustered around "Mastery". Used with the frequencies analysis, the authors estimate that of the
advanced practitioner workforce sampled, 14% would fit the description for "Consultant.
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(Maria Vakola, 2007) analyses and discuss a forward-looking, dynamic and proactive approach
to competency modeling explicitly aligned with strategic business needs and oriented to longterm future success. It was a longitudinal research project sponsored by a leading Greek bank,
currently undergoing fundamental corporate restructuring. It describes how the competency
model was developed and how it facilitated strategy implementation and change by supporting
communication, employee understanding of business goals, and the incorporation of new
behaviours, roles and competencies in operations. The findings of the study reveal that the right
mix of skills and behaviours that the individuals would need to possess in order to produce and
support those core competencies is analyzed and discussed.
Competency mapping is a strategic HR framework for monitoring the performance and
development of human resource in organizations. Regardless of whatever happens to the future
of software in India, the people who are outstanding in their performance will continue to be in
demand and will keep rising and for this the human resource of each organization should develop
the competencies which they have in order to compete with the highly competitive market. In a
study conducted among the software employees (Milyvelayudhan, Competency Mapping of the
Employees- A Study, 2011), competencies where studied in depth to bridge the gap of the
lacking competency which would help the employees to outshine which would help the
organization to lead its goal through its objectives.
Vathsala Wickramasinghe(2008)15 in her study Gender, age and marital status as predictors of
managerial competency needs, has investigated the empirical evidence from Sri Lankan
Telecommunications service provider. The objective of the study is to investigate the factors that
predict competency needs of managers using quantitative methodology. For the study, 31
individual competencies were analysed. The study is confined to a fully integrated
telecommunication service provider; 198 managerial employees participated in the survey. The
researcher has found out that the marital status, age and gender have significant effects in
predicting competency needs. The results also have revealed significant interaction effects
among the variables of marital status and the number of subordinates, and marital status and
gender in predicting competency needs. Though there is an enormous diversity in the scope of
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assessment
focuses
on
six
behavioral
segments
namely,
Knowledge,
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(Long & Ismail, 2008), This study examines the vital competencies of Human Resource (HR)
professionals in the manufacturing companies of Malaysia. The Human Resource Competency
Survey (HRCS) model is used in this study. The competencies that are examined in this study are
business knowledge, strategic contribution, HR delivery, personal credibility, and HR
technology. All these competencies will be tested to determine whether or not they are
significantly related to a firms performance. The sample employed here consists of HR
professionals from Malaysian manufacturing companies in the southernmost state of Malaysia,
Johor. This study uses quantitative methods such as spearmen rho correlation and multiple
regression analysis to test the variables. The finding shows that the top nine HR competency
factors are from the domain of personal credibility and HR delivery. Competencies such as
strategic contribution, business knowledge, and HR technology have a significant correlation
with firm performance. Furthermore, of all HR competencies, the highest contributions to a
firms performance are business knowledge and strategic combination.
Judith G. Calhoun et.al (2005)6 in their article Competency Mapping and Analysis for Public
Health Preparedness Training Initiatives point out that Competency-based education and
assessment initiatives have been completed in a number of health care and health management
professions during the past decade. In addition, several competency subsequently had to address
the many challenges and barriers to the dissemination and integration of their models into
specific educational and professional development practices. Specification endeavors have been
similarly undertaken in relation to the field of public health, including the development of the
Council on Linkages between Academia and Public Health Practice competency model and the
initial competency modeling Delphi survey completed by the Association of Schools of Public
Health. All of these organizations have competency modeling and deployment, understanding
and acceptance of competency-based systems are formidable goals, often rife with controversy.
This article describes the processes undertaken by The University of Michigan Center for Public
Health Preparedness to integrate competency-based learning and assessment in educational and
training initiatives with its many community partners.
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Qualifications Framework Project, have identified and promoted positive career options, the
cooking profession and the value of qualifications and optional learning routes are described in a
cohesive, clear and realistic manner. This project was initiated by Chefs and educators who saw
an opportunity to work together to provide clear resources that encourage new entrants to the
trade. Chefs, industry educators, apprenticeship and
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description a competency model for interpersonal effectiveness points out the brain theory and
recent business research to explain emotional intelligence and make a case for its centrality in the
successful workplace. The author describes a potential training model to develop EI, seeing it not
as an abstract concept but as a set of competencies that can be improved with good training. The
author highlights that, if a HR manager wants to invest in training that will raise the EI of
employees, and then the areas to work on are self-awareness and self-regulation as well as social
awareness and social influence. The author suggests that building empathy and influence are the
last stages in the EI development program, and can only be achieved through specialized and
sophisticated training. It is worth the effort, though, because the best managers will always
display both of these things, along with the associated traits of assertiveness, communication and
negotiation.
(Sarah & Bishop, 2014), discussed the experience of developing of a competency model for an
undergraduate business program and the benefits and challenges of moving to a competencybased approach and also draw on the literature on competency models in the human resource
management field and higher education to demonstrate that competency models can be helpful in
developing the knowledge and abilities of business student. Competency models have been
adopted in many organizations to focus systems for employee selection, training and
development, and work engagement on the competencies identified by the organization as most
important to its operations and strategic direction. Similarly, competency models can be
employed in business schools to guide the development of students with the goal of developing
their abilities consistent with demands in the marketplace. In this paper, they explored how
competency modeling can create benefits for both students and higher education institutions and
specifically business education programs. In their review of how competencies have been used in
the human resource management field and in higher education, they found that many of the
drivers of competency modeling in business organizations also apply to business education.
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1) Naomi Meadows et.al., Developing and validating a competency framework for advanced pharmacy
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