new hr present

8/3/2019 New Hr Present

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A Competency is an underlying characteristicof a person which enables him /her to deliversuperior performance in a given job, role or asituation.

What is Competency


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COMPONENTS OF COMPETENCY

SKILLS capabilities acquired through practice

KNOWLEDGE

BEHAVIOR

PERSONAL

ATTRIBUTES

understanding acquired through learning

inherent characteristics which are brought to the

job, representing the essential foundation upon

which knowledge and skill can be developed

The visible demonstration of some competency,

skill, knowledge and personal attributes


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Set of SKILLS

Relates to theability to do,

Physical domain

Attribute

Relates to

qualitativeaspects

personal

Characteristics or

traits

KNOWLEDGE

Relates to information

Cognitive Domain

COMPETENCY

Outstanding

Performance of tasks

or activities


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INTRODUCTION

Competency Mapping is processes of identifying keycompetencies for an organization or a job and

incorporating those competencies throughout the

various processes (i.e. job evaluation, training,

recruitment) of the organization.

According to Boyatzis (1982) A capacity that exists in

a person that leads to behaviour that meets the job

demands within parameters of organizationalenvironment, and that, in turn brings about desired

results


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Who can do competency mapping?Competency mapping is a task which can be done by

many people. Now days all Management schools and

those specializing in HR train the students incompetency mapping. Any Masters in Management or

Social Sciences or an Employee with Equivalent

Experience and training can develop these

competencies.


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COMPETENCY MODEL

A competency model is a valid, observable, and

measurable list of the knowledge, skills, and attributes

demonstrated through behavior that results in

outstanding performance in a particular work context.

Organizational Approaches Models

.HR Systems Approaches Models

Team Approaches Models

Individualistic Models

COMPETENCY MODELS:-


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Alignment of HR systems

CompetencyModel


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Competency - Broad Categories

Generic CompetenciesCompetencies which are considered essential for all employees regardless

of their function or level.

e.g.: Communication, initiative, listening etc.

Managerial CompetenciesCompetencies which are considered essential for employees with

managerial or supervisory responsibility in any functional area including

directors and senior posts.

e.g.: decision making, team leadership etc.

Technical / Functional

Specific competencies which are considered essential to perform any job in

the organization within a defined technical or functional area of work.

e.g.: Human Resources, Engineering etc


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COMPETENCY MAPPING PROCESS:

There are about five stages while performing competency mapping.

FIRST STAGE:

The first stage of mapping requires understanding the vision and mission of the

organization.

SECOND STAGE:Second stage requires understanding from the superior performers the

behavioral as well as the functional aspects required to perform job effectively.

THIRD STAGE:

Third stage involves thorough study of the Structured Interview Reports.

Identification of the competency based on competency frame work.

Measurement of competency.

Required levels of competency for each job

Development of dictionary which involves detail description of the

competency based on the indicators.


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FOURTH STAGE:

a. This stage requires preparation for assessment.b. Methods of assessment can be either through assessment centers or 360

Degree Feedback

c. If assessment centre is the choice for assessment then tools has to be ready

beforehand

FIFTH STAGE:

This stage involves conducting assessment centre. Usually it is a two day

program which would involve giving a brief feedback to the participant about

the competencies that has been assessed and where they stand to.

SIXTH STAGE:

Sixth stage involves detailed report of the competencies assessed and also the

development plan for the developmental areas.


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ADVANTAGES OF COMPETENCY MAPPING

Improved job satisfaction and better employee retention

Increase in the effectiveness of training and professional

development programs because of their link to successcriteria.

Provides a common understanding of scope and

requirements of a specific role

Help companies raise the bar of performance expectations

Help teams and individuals align their behaviors with key

organizational strategies

FOR THE COMPANY :-_


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ADVANTAGES OF COMPETENCY MAPPING

Identify performance criteria to improve the accuracy and ease of

the selection process

Provide more objective performance standards

Easier communication of performance expectations

Provide a clear foundation for dialogue to occur between the

managers and employees and performance, development and

career-oriented issues

FOR MANAGERS:-


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Role of Competency in Recruitment & Retention

Competency mapping can play a significant role inrecruitment and retaining people as it gives a more

accurate analysis of the job requirements, the

candidates capability, of the difference between the

two, and the development and training needs to bridgethe gaps.

Competency based interviews reduce the risk of

making a costly hiring mistake and increase thelikelihood of identifying and selecting the right person

for the right job.


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Disadvantages of Competency Mapping

1.There might be no room for employees to work in their field of expertise.

2. may actually result in greater unhappiness on the part of individual

employees.

3. Will favor employees who are good in theory but not in practice and will

fail to achieve the results that make a business successful.

4. They can become out of date very quickly due to the fast pace of change

in organizations and it can therefore be expensive and time consuming to

keep them up-to-date.


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Competency Mapping at L&T Infotech

L&T Infotech has a successful competency based HR system.

Recruitment, training, job rotation, succession planning and

promotions all are defined by competency mapping. Nearly all

the HR interventions are linked to competency. Competencies areenhanced through training and job rotation. In L&T people who

have gone through job rotation undergo a transformation and get

a broader perspective of the company. For instance a person

lacking in negotiation skills might be put in the sales or purchase

department for a year to hone his skills in the area.

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