Competency

knowledge.

is an element of

It

is an element of skill practiced regularly and with the right kind of attitude
attitude builds competency.

So

Competence

means to Identifying with the purpose of the organization or community.

1)Compentency mapping can be define as a behavior, communication and leadership rather than skill and ability.

2)If persons wants to be successful in their role then c.m helps to identify the success criteria.

Underlying principle of c.m is just about finding right people for the right job.

still this issue is much more complex and most H R dept is struggling to formulate the right frame work for their organization.

Competency mapping is a process through which one assesses and determines ones strengths as an individual worker and in some cases, as part of an organization.

It generally examines two areas:

emotional intelligence or emotional quotient (EQ)=manage and access the ability and capacity. And strengths of the individual in areas like team structure, leadership, and decision-making

1.SKILL

There are four major components of competency:

It can be a financial skill such

as budgeting, or a verbal skill such as making a presentation.

understanding acquired through learning. This refers to a body of information relevant to job performance. It is what people have to know to be able to perform a job, such as knowledge of policies and procedures for a recruitment process.

inherent characteristics which are brought to the job,

representing the essential foundation upon which knowledge and skill can be developed.

The observable demonstration of some competency, skill, knowledge and personal attributes. It is an essentially definitive expression of a competency in that it is a set of action that, presumably, can be observed, taught, learned, and measured.

CM is a process that identifies key competencies for your organization in a project environment, and incorporates those competencies throughout the various processes of the organization.

1. Study processes and people 2. Identify lacuna (What is most important for project success? And what is not being done the way it should be?) 3. Put differently, describing the actual or desired performance (behavior & output), and assessing the current performance (behavior & output)

4. Derive process improvement methods and core competencies

5. Analyze gaps in performance 6. Identify developmental needs

7. Guide through processes, and provide training

8. Post-assessment -??

1. Organizational competencies unique factors that make an organization competitive

competency relates to the demonstration of various skills, aptitudes, and performance levels as they are related to a specific position or job within a company

Personal competenciesaspects of an individual that imply a level of skill, achievement, or output

1)

CONCEPTUAL SKILL:-

PLANNING ORGANIZING

DECISSION

MAKING MANAGEMENT PROCESS ORGANIZATION ARCHTECT STRATEGIC THINKING

1)

INTERPERSONAL SKILL:-

LEADERSHIP MOTIVATOR NEGOTATION TEAM BUILDER

2) PERSONAL SKILL

MOTIVATED INNOVIATED EXPERIENCED COMMUNICATION

 ACCOUNTING FINANCE LEGAL

ECONOMICS
HUMAN AUDIT

RESOURCE

 MANAGEMENT
INFORMATION TECHNOLOGY MARKETING OPERATIONS STATISTICS SECURITY SAFETY

 RISK

MANAGEMENT PROCESS RISK ANALYSIS RISK CONTROL RISK FINDING ENTERPRISE RISK MANAGEMENT PROJECT MANAGEMENT INSURANCE KNOWLEDGE VENDOR RELATIONS

 1)

staff 2)students