Competency Management

Unit-IV
 Competency
• Competency is an underlying characteristic of an
individual which is causally related to effective
and/or superior performance. (Klemp 1980)
• Competency is a cluster of related knowledge,
skills, and attitudes that affects a major part of
one’s job (a role or responsibility), that correlates
with performance on the job, that can be
measured against accepted standards, and that
can be improved through training and
development. (Parry 1996)
 Types of Competencies
1. Universal Competencies (Company values,
culture, customer focus, teamwork,
communication skills, etc)
2. Transferable Competencies (Skills and
abilities eg., leadership and managerial skills)
3. Unique Competencies (Specialized know-how
or abilities required within a specific job).
 Competency Sets
• Broadly, there are six competency sets,
namely
1. Intellectual,
2. Personal,
3. Communication,
4. Interpersonal,
5. Leadership,
6. Result-oriented competencies
 Competency Sets
1. Intellectual 2. Personal
• Information collection • Adaptability
• Problem analysis • Independence
• Numerical interpretation
• Integrity
• Judgment
• Creativity • Stress tolerance
• Planning • Flexibility
• Organizational awareness • Self-management
• External awareness • Change oriented
• Learning oriented
• Technical expertise
 Competency Sets
3. Communication 4. Interpersonal
• Reading • Impact
• Written communication • Persuasiveness
• Listening • Sensitivity
• Oral expression • Flexibility
• Oral presentation • Dominance
• Negotiating
 Competency Sets
5. Leadership 6. Result oriented
• Organizing • Risk taking
• Empowering • Decisiveness
• Appraising • Business sense
• Motivating others • Energy
• Developing others • Concern for excellence
• Leading • Initiative
• Customer oriented
 Need for Competency Mapping
• Cost of manpower is increasing
• There is realization of truth that people can
transform an organization
• There is a need for getting more from people
rather than getting more people
• Customer focus has increased; need to
identify and fulfill implied customer needs
• There is recognition of the fact that right kind
of human resources can improve efficiency.
Definition of Competency Mapping
• Competency mapping is a process of
identification of the competencies required to
perform successfully a given job or role, or set of
tasks, at a given point of time.
– The process consists of breaking down the job or role
into its constituent elements or activities and
identifying the competencies essentially required to
perform the job successfully.
– All types of competencies, namely technical,
managerial, behavioural/interpersonal, conceptual,
knowledge, attitudes, and skills are considered.
 Competence Vs Competency
Competence
• It is about the ability to
perform a job
• It describes what has to be
done to perform a job
• It is about the aptitude
• It is about the IQ
• It is about the knowledge
Competency
• It is often known as
behavioural competencies
• It describes how people
behave in order to get a job
done effectively
• It is about the attitude
• It is about the EQ
• It is about the underlying
feelings, emotions, and
behaviour to perform a job
effectively.
 Applications of Competency Mapping
• Performance management and appraisal
• Personal development plans
• Career and succession planning
• Job descriptions
• Person Specifications
• Management selection
• Recruitment, selection, induction, and placement
• Management development programmes
• Training and development
 Steps in Competency Mapping
1. Determine the major job functions
2. Identify the skills required to perform each of the major job
functions
3. Produce several drafts and submit for review by employees and
the supervisor
4. Instruct them to modify these to accurately reflect the skill
requirements
5. Develop an occupational analysis chart, which is a two-
dimensional chart displaying the major job functions (in column)
and the skill or skills essentially required to perform (in rows).
6. Use checklist so that no point is missed
7. Fix the performance standards required for each skill
8. Preferably use a competency-based rating scale, describing the
various levels of performance.
 Competency Mapping Methodology
• Techniques used to identify competencies are:
– Assessment centre
• Group discussions
• In-basket exercises
• Interview, simulation / role plays
• Case studies / analysis exercises
– Critical incident method
– Interview techniques
– Questionnaire
 Various aspects of Competency Mapping
What affects Competency Mapping
Management Philosophy
Customer requirement
Business Needs
Business Process Applications of Competency Mapping
Why Competency Mapping Recruitment
Placement, Development
Right sizing Performance management
Quality manpower Career planning
Higher performance
Competency
Succession planning
Orgnal. Core competencies Mapping Rewards
Job design

Tools of Competency Mapping

Competency Identification Competency Assessments

Self and superior assessment

Task forces 360 degree feedback
Benchmarking Assessment centre, Interviews, Case
Job experts study, Role play, Psychometric tests
Questionnaire Management games
Interviews Scenario discussion
Group work Portfolio presentation
Thank you!