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Abstract

COMPETENCY MAPPING
Competency Mapping is processes of identifying 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. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making. Large organizations frequently employ some form of make them valuable to a potential employer. These kinds of skills can be determined, when one is ready to do the work. A combination of knowledge, skills, attitude and personality of an individual as applied to a role or job in the context of the present and future environment that accounts for sustained success within the framework of Organizational Values. Competencies include the collection of success factors necessary for achieving important results in a specific job or competency mapping to understand how to most effectively employ the competencies of strengths of workers. . Competency mapping can also be done for contract or freelance workers, or for those seeking employment to emphasize the specific skills which would work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes (more historically called KSAs) that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individuals behavior.

SYNOPSIS

Introduction to the Topic

Competency mapping is an area which has been least explored in India.The value of competency mapping is that many employers now purposefully screen employees to hire people with specific competencies. Competency mapping is used for: recruitment and selection, identification of training needs, role renewal, as a basis for conducting assessment development centers, creating competency based performance management systems etc. Employers may need to hire someone who can be an effective team leader or who has demonstrated great active listening skills. The elements of the Competency mapping will, if implemented well, enable high performance, which will define organizational and personal success. By identifying the critical positions, determining the most important competencies for those positions, providing the education, coaching and feedback to people and by holding each person accountable for their results, an organization can better meet the competitive challenges of todays marketplace.

Competency Mapping History

The word competency is derived from Latin word Competere, which means to be suitable. The competency concept was originally developed in psychology denoting individuals ability to respond to demand placed on them by their environment. A team of Educationists lead by Benjamin Bloom in the USA in mid fifties laid the foundation for identifying educational objectives and thereby defining the knowledge, attitudes and skills needed to be developed in education. David McClelland the famous Harvard Psychologist has pioneered the competency movement across the world. His classic books on "Talent and Society", "Achievement Motive", "The Achieving Society", "Motivating Economic Achievement" and "Power the Inner Experience" brought out several new dimensions of the competencies. These competencies exposed by McClelland dealt with the affective domain in Bloom's terminology.

The turning point for competency movement is the article published in American Psychologist in 1973 by McClelland, wherein he presented that traditional

achievement and intelligence scores may not be able to predict job success and what is required is to profile the exact competencies required to perform a given job effectively and measure them using a variety of tests. Later McBer a Consulting Firm founded by David McClelland and his associate Berlew have specialized in mapping the competencies of entrepreneurs and managers across the world. They even developed a new and yet simple methodology called the Behavior Event Interviewing (BEI) to map the competencies.

Importance of Competency Mapping

With global economy and the world becoming a global village, firms have become more aware of the need for having competent employees and developing distinguished competencies for every organization. These following reasons contribute to the importance of competency mapping: Increased cost of manpower Need for ensuring that competent people are available for performing various critical roles. Downsizing adds to the consequent need to get a lot of thing done with fewer people and thus reduce manpower costs and pass on the advantage to the customer. Recognition that technology, finances, customers and markets, systems and processes can all be set right or managed effectively if we have the right kind of human resources. The need for focus in performing roles-need for time management, nurturing of competence, increased emphasis on performance management systems. And recognition of the strategic advantage given by employee competencies in building the core competencies of the organization. Several organizations have realized the importance of this in last one decade and hence the rush for competency mapping has increased.

Research Methodology
METHODOLOGY OF STUDYSource of data: The primary sources of data are:
Officers of the Human Resources Department Executives and staff of HR department

The secondary Sources of data are: Printed material of the organization. Method of sampling: Simple Random Sampling.

Objectives of the Study

The present study is concerned with Competency mapping in Nuclear Fuel Complex. The major objectives of the study are to understand the process of competency mapping and identifying key competencies of the employees of NFC.

The other objectives are

To identify and describe the factors which are critical to the functioning of a particular job.

To map the competencies of the existing employees and understand where they fall low or average in comparison to the competencies essential for their

job/role. This will help in identifying training and development needs for the employees. To establish a Competency Model, this will create a benchmark for all the employees in the organization and will help in performing all HR functions more efficiently.