COMPETENCY MAPPING:

GAP ANALYSIS

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Introduction:

• Process of identifying key competencies

• Competency required for a particular job depends on many factors.
• Human being is the only asset that can appreciate with useful inputs.
• It is one such asset that adds value to itself with respect to time.
• Can be cultivated by the manure of training and development.
• Provide the logic for designing an organization that will enable human
resources to continually add value to its firm.
Need for competency mapping

• To reinforce corporate strategy, culture, and vision.

• To increase the effectiveness of training and professional development
programs
• To provide a common understanding of the scope and requirements of
a specific role.
• To identify the performance criteria to improve the accuracy & ease of
the hiring and selection process.
• To identify the success criteria required to be successful in their role.
The competencies are divided into three categories:-
• Technical or Functional Knowledge.
• Managerial Skills
• Human Attributes
Literature Review

Gaspar (2012)- “A Study on the Perception of Human Resource Executive

s On Competency Mapping for the Superior Results”
• Competency based selection method is healthy, structured &
comprehensive.
• Candidates are evaluated on the competencies they need to demonstrate
when inducted into the organisation.
• Performance management competency system diagnoses the future
training and development needs of the employees.
• It helps the HR executives to assist employees in decisions like
promotions & transfers.
Yuvaraj (2011)- “Competency Mapping- A drive for Indian Industries”
• Job Competencies required to work in a manufacturing industry,
professionals for knowledge, ability and attitude.
• Gap analysis was also made to a limited extend.
Farah (2009)- ” Competency Mapping and Managing Talent”
• Performance of companies depends mostly on the quality of their human resource.
• For economic and business reasons, organizations have always been concerned ab
out the competence of its people.
• This paper seeks to deliver deeper into the concept of competency, tracing its histo
ry and its role in the present context.
• It also aims to study its future prospects in the light of other emerging areas like ta
lent management.
• The paper proceeds with the examples of companies, which have successfully integ
rated.
Kodwani, Amitabh Deo (2009)-“Competency Mapping”.
• Performance is the mantra of today’s business organization.
• People with right abilities are able to perform better.
• Competencies are the set of such skills and abilities which are required
for desired level of performance.
• Right competencies are the key to superior performance.
• These days most of the organizations are dealing with a problem of
competency mapping, which is basically attaching of capacity of an indivi
dual that leads to behavior and the organizational/job requirement.
Boyatzis (2007)-” Competencies in the 21st Century”
• Competency is an underlying characteristic of an individual that is
casually related to effective or superior performance in a job”.
• He identified that there were 19 generic competencies that outstanding
managers tend to have. He clubbed those 19 generic management
competencies into five distinct clusters as goal and action management,
leadership, human resource management, directing subordinates & focus
on others.
Objectives Of Study

• To identify the technical, managerial and human competencies

required for the job.
• To measure the gap in required and existing level of
competencies and recommend solution to develop it.
Sample size

The sample size of the study include three managers from three different
level of management at Kalyan Silks Kasaragod, Kerala.

Tools:

The data was collected with the help of questionnaires and gap is analyzed i
n the competencies.
Research Methodology

• The research method uses qualitative data for the analysis. This is a cross
sectional type of study.
• Data is collected on the basis of questionnaires and interaction with the
participants.
• The study will also analyze the available secondary information and
literature on the competency mapping.

Area of study: Kalyan Silks Kasaragod Kerala

Conclusions

• The competencies cover all the aspect which is needed to be there in an

employee to do his job effectively.
• It was found that each and every employee at different job position requi
res competencies but of different level.
• Not only with organizational perspective these competencies are importa
nt but also for individual growth they play a very important role.
• The higher level lacked in functional competencies, mi
ddle level was short of managerial skills and a first leve
l manger was in the need of human skills.
• The competencies which are lacking in deputy manager are techni
cal skills but exceeding in cross functional, concern for excelle
nce, risk taking and all other competencies are meeting the req
uired level.
• The senior managers lack in business awareness, planning skills,
delegating and supporting the subordinate, team work interperso
nal skills but exceed the concern for excellence and rest other co
mpetencies were up to the mark.
• The junior manager was short of technical skills, external awarene
ss, leadership, team effectiveness and interpersonal skills but was
excellent in planning and risk taking.
Recommendations

• The training should be imparted to the mangers based on the required

competencies.
• The different level of management should conduct the training to polish
the competencies required for the job.
• The competency mapping should be done after six months.