Scribd
Upload
8K views

Competency Mapping

This document outlines the competency mapping process used to translate an organization's direction into actions. It involves designing questionnaires to identify the key result areas, activities, and critical success factors for each job. Data is collected through interviews with job holders and their managers. Competencies are then drafted and finalized for each role based on rankings and comparisons between high and average performers. This process determines the core competencies for different management levels. The purpose is to analyze competency gaps, provide role clarity, identify potential and growth, enable succession planning, and inform restructuring and future planning needs.

Uploaded by

Neeraj Bhardwaj
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
8K views

Competency Mapping

This document outlines the competency mapping process used to translate an organization's direction into actions. It involves designing questionnaires to identify the key result areas, activities, and critical success factors for each job. Data is collected through interviews with job holders and their managers. Competencies are then drafted and finalized for each role based on rankings and comparisons between high and average performers. This process determines the core competencies for different management levels. The purpose is to analyze competency gaps, provide role clarity, identify potential and growth, enable succession planning, and inform restructuring and future planning needs.

Uploaded by

Neeraj Bhardwaj
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 13

COMPETENCY MAPPING

COMPETENCY MAPPING MODEL


ORGANISATION DIRECTION
• VISION
• MISSION
• SHORT TERM & LONG TERM GOAL
• STRATEGIES
• VALUES

TRANSLATING THEM INTO ACTIONS FOR ACTUALISATION

THROUGH
 ORGANISATION STRUCTURE
 ROLES, POSITIONS, JOBS

CORE COMPETENCY OF THE ROLE COMPETENCY


ORGANISATION
COMPETENCY MAPPING PROCESS

1.0 DESIGNING THE QUESTIONNAIRE

While designing the questionnaire


following factors are to be taken into
consideration:
1.1 Part - I

1.1.1 Purpose of the job.


1.1.2 Critical Success Factors
1.1.3 Key Result Areas
1.1.4 Key Activities
JOB

CRITICAL SUCCESS FACTORS

CSF - 1 CSF - 2 CSF - 3 CSF - 4 CSF - 5

KEY RESULT AREAS

KRA- 1 KRA - 2 KRA - 3 KRA - 4 KRA - 5

KEY ACTIVITIES

KA - 1 KA - 2 KA - 3
Each Critical Success Factor (CSF) is the end result of multiple Key Result Areas.
Each Key Result Area (KRA) is the end result of multiple Key Activities.
DESIGNING THE QUESTIONNAIRE CONTINUED

1.1.5 Relationship.
1.1.6 Organization Structure.
1.1.7 Empowerment of the position.
1.1.8 Challenges in the job.
1.1.9 Changes expected in the technology, product,
process etc in the next 2-3 years.
1.1.10 Budget and Controls.
1.1.11 Investment Plan.
DESIGNING THE QUESTIONNAIRE

1.2 PART - II

1.2.1 Academics, Knowledge


Skills Sets
Experience
1.2.2 Competencies
2.0 DATA COLLECTION

2.1 Clarity of Organisation Direction


2.2 Clarity of Organisation Structure.
2.3 Interview Job Holder.
2.4 Interview Job Holder's Reporting Officer.
2.5 Discuss with the Focus Group if the job are
of the same family.
3.0 C0MPETENCY DRAFTING

3.1 Rank Order of the list of competencies .


- Guided / Unguided.
3.2 Comparing good performer and average performer
with select list of competencies.
3.3 Use research data and assign competencies
to positions.
4.0 FINALISE ROLE DESCRIPTION
AND
COMPETENCIES - JOB WISE
5.0 FINALISING CORE COMPETENCIES FOR:

• Front Line Management

• Middle Management
• Senior Management / Top Management
6.0 PURPOSE OF COMPETENCY
MAPPING
"Effectiveness of an organisation is the summation of the
required competencies in the organisation".
• Gap Analysis
• Role Clarity
• Selection, Potential Identification, Growth Plans.
• Succession Planning.
• Restructuring
• Inventory of competencies for future planning.
THANK YOU

You might also like