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    Competency 1

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    Aniruddha Panchal
    The document discusses competency mapping, which is the process of identifying the competencies required to successfully perform a job. Competencies are the underlying characteristics like knowledge, skills, and attitudes that enable superior job performance. Competence is the ability to perform a job effectively, while competency is the description of what is required. There are different types of competencies like core, job family, and job specific. Competency mapping benefits organizations through increased job clarity, productivity, and performance, and benefits individuals through self-development and career guidance.

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    Competency 1

    Uploaded by

    Aniruddha Panchal
    26 views16 pages
    The document discusses competency mapping, which is the process of identifying the competencies required to successfully perform a job. Competencies are the underlying characteristics like knowledge, skills, and attitudes that enable superior job performance. Competence is the ability to perform a job effectively, while competency is the description of what is required. There are different types of competencies like core, job family, and job specific. Competency mapping benefits organizations through increased job clarity, productivity, and performance, and benefits individuals through self-development and career guidance.

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    The document discusses competency mapping, which is the process of identifying the competencies required to successfully perform a job. Competencies are the underlying characteristics like knowledge, skills, and attitudes that enable superior job performance. Competence is the ability to perform a job effectively, while competency is the description of what is required. There are different types of competencies like core, job family, and job specific. Competency mapping benefits organizations through increased job clarity, productivity, and performance, and benefits individuals through self-development and career guidance.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    26 views16 pages

    Competency 1

    Uploaded by

    Aniruddha Panchal
    The document discusses competency mapping, which is the process of identifying the competencies required to successfully perform a job. Competencies are the underlying characteristics like knowledge, skills, and attitudes that enable superior job performance. Competence is the ability to perform a job effectively, while competency is the description of what is required. There are different types of competencies like core, job family, and job specific. Competency mapping benefits organizations through increased job clarity, productivity, and performance, and benefits individuals through self-development and career guidance.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 16

    COMPETENCY MAPPING

    What is it ?
     It is the process of identification of the
    competencies required to perform
    successfully a given job or role or a set of
    tasks at a given point of time.
    What are Competencies
     Competencies are the underlying
    characteristics of an individual that
    enables him to deliver superior performance
    in a given Job Situation.
    (Knowledge, Skill, Attitudes)
    Difference between
    Competence & Competency
     COMPETENCE is the ability of an individual to
    perform a job effectively. It is demonstrating
    of knowledge, skill & attributes.

     COMPETENCY is the definition of what is


    required of an indivudual for effective
    performance. It is the description of the
    knowledge, skill & attributes.
    Types of Competencies
     Core or Threshold Competencies
    The minimum things which each and every
    person in an organisation be aware & good
    at. They are derived from organisation’s
    Values, Vision & Mission.
    Types of Competencies
     Job Family Competencies
    They apply to positions requiring common set
    of skills, knowledge & attributes.
    Types of Competencies
     Job Specific Competencies
    These define the unique requirements of a
    specific position.
    THE APPROACH
     IDENTIFY COMPETENCY

     COMPETENCY FRAMEWORK PREPARATION

     ASSESSEMTN/ DEVELOPMENT CENTERS

     APPLICATION OF COMPETENCY MODEL


    WHY COMPETENCIES?
     JOB CLARITY

     INCREASED PRODUCTIVITY

     HIGHER PERFORMANCE

     SELF DEVELOPMENT

     RIGHT PERSON FOR THE RIGHT JOB


    INTEGRAING COMPETCY
    WITH EXISTING HR SYSTEMS
     RECRUTIMENT AND SELECTION

     TRAINING AND DEVELOPMENT

     APPRAISALS

     CAREER AND SUCCESSION PLANNING


    What is competency model?
     A job competency model is a valid, observable, and
    measurable list of the knowledge (Technical &
    support), skills, and attributes demonstrated
    through behavior that results in competent
    performance in a specific job.

     This standard represents the knowledge, skills, and


    attributes that each employee should have in order to
    be successful in their position. The model also reflects
    the additional competencies that will be required for
    future success within the company.
    ICE BERG MODEL
    Competency
     Skill - A person's ability to do something well.

     Knowledge - Information that a person uses in a particular


    area.

     Self Image - A person's view of him or herself, identity,


    personality and worth.

     Trait - A typical aspect of a person's behavior.

     Motive - What drives someone's behavior in a particular


    area (an underlying need for achievement, affiliation or
    power).
    BENEFITS TO ORGANISATION
     Provides a common understanding of the requirements
    of the job.
     Establishes expectations for performance excellence
    resulting in systematic approach to professional
    development, improved job satisfaction and better
    employee retention.
     Increases effectiveness of T & D programs.
     Provides common framework and language for discussing
    how to implement and communicate strategy.
    BENEFITS TO INDIVIDUALS
     Identify success criteria

     Provides for developmental tools and


    methods for enhancing their skills.

     Provides platform for dialogue between


    individuals and their managers.
    THANKS

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