Human Resources/competency mapping

Advertisement Expert: Prof R S S Mani - 10/8/2007 Question hello sir,i m 2nd year mba student from ahmedabad and i hav taken hr as my specialization.i have done my summar project in an MNC where i did the work of getting the competency forms filled and analyzing them accordingly.but i was not guided in regards of making competency forms for the employees.now i am in other company for the same project.so could u please guide me as to how are these competency forms or models should be prepared for any specific company? whats are the aspects to be taken care of while preparing the competency forms and how to go about it?could u please mail me few samples of competency forms of Indian companies. regards,vinu. Get the answer below
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McMaster UniversityHuman Resources Management Diploma or CHRP Preparationwww.mcmaster.ca/conted Online MBA -HR Management100% Online; Study material to Exam Academic support,E-Library.Join Nowwww.utsglobal.edu.in Submit Your ResumeTop Govt. Companies Hiring on Shine Register and Apply Now! www.Shine.com/Govt_Jobs Answer It will be difficult to get company related information unless the company is ready to share the existing competencies practises ..Given below are some thoughts and some links for you to explore .. -------------------------------------------------------------------------------Competencies comprise the knowledge, skills, values and attributes demonstrated through behaviour that results in competent and superior performance. Competency describes what superior performers actually do on a job that produces superior results. Armed with this information, selection, retention, training, succession planning and performance management systems can be integrated and designed to attract, develop and retain top performers.

Classification of Competencies Competencies can broadly be classifid into two categories Basic and Professional Competencies. Basic competencies are inherent in all individuals. Only their degree of existence would be differing. For example, problem solving is a competency that exists in every individual but in varying degrees. Professional competencies are over and above the basic competencies, and are job related. For example, handling a sales call effectively is a competency that a sales personnel would be required to have. Hence, it can be simply said that, Competencies = Basic Competencies + Professional Competencies Types of Basic Competencies The basic competencies encompass the following: 1. Intellectual Competencies : Those which determine the intellectual ability of a person. 2. Motivational Competencies : Those which determine the level of motivation in an individual. 3. Emotional Competencies : Those which determine an individual's emotional quotient. 4. Social Competencies : Those that determine the level of social ability in a person. It has been proved by various scholars that all individuals have competencies. Only the combination and degree of these competencies differ from individual to individual. Hence, organizations have to identify the critical basic competencies required for individual employees to deliver their best in their organization. The importance of mapping the competencies proves critical for organizational success. Types of Professional Competencies: The professional competencies encompass the knowledge, experience and expertise gained by an individual employee. Competency Mapping Competency Mapping is a process of identifying the key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. Following are the steps included in competency mapping: Step 1: To classify the competencies under the types of competencies. Step 2: To determine type of competency that is the most critical for an oranisation. Step 3: To determine the critical competencies that are required for superior performance at a given level in the organization (educational institution). Classification of the Basic Competencies in the Competency Grid Motivational Competencies: o Continuous Learning o Perseverance o Achievement Orientation o Time Management Intellectual Competencies: o Communication o Creativity

o Analytical Ability o Planning and Organising Social Competencies: o Team Work o Inter-personal Skills o Responsibility o Customer Satisfaction Emotional Competencies: o Initiative o Optimism o Self Confidence o Leadership o Managing Stress o Managing Change Mapping the Competencies A research survey can be conducted to test the level of competency of an employee based on the above aspects. The researcher has to take into consideration only the well performing employees in an organization while conducting the research survey. Because, the critical competencies needed for excellent performance can be identified only from the well performing employees of an organization. Hence, the researcher has to ignore the non-performing employees and has to conduct the survey only with well performing employees. The top ten competencies perceived as important or vital by the well performing employees can be emphasized for others in the organization. The other employees can be conducted with training and development programmes to acquire the critical competencies. Conclusion Competency mapping helps an organization to identify the critical competencies that are essential for employees to excel in an organization. By identifying the critical competencies existing with well performing employees, the other employees can also be stressed with the same by conducting training and development programmes.