Manager - Hr Excellence
Human Resource Domain
Any underlying characteristics required for performing a given task, activity or role successfully can be considered as competancy.
Competancy may take the following form :
Others - Motives, Values, Traits, Self - Concept.
Competency Mapping is a process that helps in identifying and mapping competencies required for successful performance ina particular role.
It helps in orgn where there are
- Uncertain Environments
- Quantative / process service jobs
- self managed teams
- Development jobs
- Changing organisation.
Methods of Mapping :
2. Group Work
3. Task Forces
4. Task Analysis Workshop
6. Use of Job Descriptions
7. Performance Appraisal formats etc.
Hope this helps you..
30th October 2008 From India, Mumbai
Competency is the umbrella term that is used to describe those skills, talents, proficiencies, traits, attributes and aptitudes that correlate with superior job performance and are predictive of success in the organizational life.
It is required for all employees because this Competency is an underlying characteristic of an individual that enables effective and superior performance on the job. To arrive on the competencies required for an individual, we first need to identify the role that the individual plays, the responsibilities for that role, and then arrive on the competencies. Competencies may be knowledge based, skill based, process based etc. However, it is the difference in proficiency levels that is determined in the organization, that varies from one role to another.
Also, it is suggested to have a separate competency management group to identify these and roll-out the same.
30th October 2008 From India, Madras
I am attaching some articles on Competency Mapping.....hope they might be of some help to you.......
Any gap in either in the Functional Skills, Behavioral Skills or Technical Skills between the desired points and the points given by the superior is called as Competency Gap.
1st November 2008 From India, Mumbai
The materials given by the members are good.
In simple words, competency is anything which enables a person to achieve or attain the goal.
Whenever we do our respective work, we always strive to attain an objective. To attain the objective, we should have some desired and/or acquired qualities. These qualities are known as competencies. If we talk about HR domain, an HR executive's competency would be lesser than the Head-HR. As we grow up the ladder, we acquire knowledge, skills, attitude towards our work. This helps us to bring in and enhance our competencies.
Some of the competencies may be: knowledge of business, planning and prioritization, decision making, strategic orientation, etc.
Performance gaps: There may be different levels of competency. Suppose there are 5 levels of competency. There is a desired level and an actual level of competency. Suppose the desired level of competency for HR manager is 3, but is actual level is 1. Then the performance gap is 2. Now the assessing head will have to see how this gap can be filled. Either some training, counseling, etc would be provided to him or he may be given notice to perform well or would have to leave. Mainly it is to see where a person/employee stands and how is gap will affect the company's performance. Measuring performance gaps is one of the very vital tools for training needs identification.
1st November 2008 From India, Delhi