hi everyone!
hey i m roma doing my project in hr topic: competency mapping. can anybody help me out by share competency matrix format used in manufacturing concerns.. competency mapping matrix which will help the hr department come to know about the training needs of the employees and train them accordingly. hope to see some ideas soon! thank you

From India, Bangalore

Dear Freied, Pls find enclosed excel sheet containing few tips to competency. best regards Chandru bangalore
From India, Bangalore

Attached Files (Download Requires Membership)
File Type: xls COMPETENCY MASTER.xls (571.0 KB, 6855 views)

hi guys , my name is farhan i have some question related to compenetency framework & designing performance appraisal form , iam doing a HR project , would be gr8ful if any 1 can help me out
Q1how will you convince your CEO on the need to introduce such a performance Managment system in your company ?
Q2 list 5 compentencies that are most appropriate for the role of a showroom sales man /saleswoman, descibing effective and in-effective demonstrated behaviours for each competency .
Q3,Prepare a performance appraisal form for a showroom salesman/saleswoman , incorporating these 5 critical compentencies .

From India

HR & TRAINING Services

The list of services provided to corporate & SME

We can address the following issues:

Bottle Neck/Problems/Benefits:

There is no defined JD

Not able to assign the right work

Not able to conduct proper appraisal

Issues in Goal Setting

Issues in performance evaluation

Creating Effective organization

Improve Effectiveness

Engage People with JOB

Creating Passion in people

Creating Excellence in people

Removing operational bottlenecks

Effective Evaluation

Benchmarking with industry standards

Providing Effective Solutions

Setting Objectives for the Top Management

Building Employee relations


• JD (Job Description) Documentation

Documenting Job descriptions for all positions. The document will act as a reference. It will be used to extract the Key result Area & Key performance Indicator. It will be used as a base document to perform the Competency Mapping

• KRA (Key result Area), KPI (Key Performance Indicator) Identification

Both the Key result area & Key performance Indicator are extracted from the Job Description. It is used in the goal setting & performance Appraisal

• Competency Mapping – Building competency based organisation

The competency mapping is done for all the position. The competency is extensively used in Recruitment, PMS (Performance Management System) & Training. In interviews the interview assessment sheets will have the competencies, the candidate is rated for each competencies. In PMS the rating sheets or appraisals will have the list of competencies the rating is done for each competencies. In training the candidates are assessed pre & post training to know the impact of the training program.

• Employee Engagement – passion for people, ACE (Accomplish Collective Excellence)

In Employee Engagement, The passion for people will have four Quadrants

Quadrant1: 0 to 6 months experience-Induction process & Buddy system

Quanrant2:6 months to 1 year – Goal Setting Process

Quadrant3:1 year to 2 Years – PMS (Performance Management System) aligned with Compensation & Benefit.

Quadrant4:2 Years & Above – Career Mapping & Succession planning

ACE (Accomplish Collective Excellence)

It is a program where people are divided into different intra groups. The brain storming is done. The operational bottle necks are listed. These are removed by the groups in 10 days period of time. If not the issue is escalated to next level for removal.

• Performance Management

Implementing the 180 feedback system or the 360 feedback system based on the company or corporate needs.

• Compensation & Benefits

Bench marking the compensation with the industry standards. Setting the CTC post PMS through a well developed matrix system.

• Change Management

Formulating HR strategy based on the events like Merger, Acquisition & Dissolution. Taking care of three areas Training, Cultural changes & Resource Mobility.

• Knowledge Management – Creating knowledge repository

Creating Knowledge repository. Migrating the best practices to the repository. This repository is extensively used during the project execution. It develops effectiveness in project execution.

• Learning & Development

Execute different programs

• Training – Technical & Non- Technical

Training the employees in both the Technical & Non Technical aspects

• Quality Management – ISO, Six sigma

Training Employees in ISO & Sixsigma.Execute different projects in six sigma for Green Belts & Black Belts.

• E –Learning solutions

Web based solutions for the learning needs of the organization

• Talent Management

Employee Engagement, PMS & Attrition Control.

• Organization Development

Performing OD intervention. Providing strategies for the problem areas

• Recruitment – IT & NON IT, Temp, Contract & Permanent staffing

Providing Quality resources on time

• Organisational climate & culture assessment & Change

Running a survey for climate & Culture assessment. It is used in the Organization transformation process.

• Building SLA (Service Level Agreement)

• Employee Attrition Analysis

Attrition calculation & Projection

• Devising Incentive Schemes

Aligning incentives with the performance. To increase the organizational effectiveness.

• Implement variable salary

Implementing the variable salary. A percentage of salary is given as variable. This is 6 months of annual payout. This will enhance the performance of the employees

• Self Evaluation programs

Psychometric tests & Analysis

• Salary Analysis

Benchmarking the salary with the industry standards. Providing various reports based on the salary. Designing the salary matrix

• Training need Analysis

• Measurement of Training Effectiveness

• HR Benchmarking

Salary benchmarking, Quality of resource benchmarking, Training Benchmarking

• Implementing Rewards System

• Designing HR Dashboard

Visual Dashboard for data capturing

• HR MIS (Management Information System)

• Implementing SSC (Shared Service Centre)

• Leadership development programs

• Design Training Calendar

• Aligning Learning & development with vision, mission & Core values of the company

• HR Bottleneck removals

• Train the trainer programs

• Management development programs

• Soft skills programs

• HR policy management & Amendments

Formulating the HR policies. Performing Amendments when needed

• Design HR Business model

• Implementing Balance Scorecard

To enhance the performance of the Top & senior Management. To set objective goals for each member of the top management.

• Employee Relations

Implementing the reward & recognition programs & Bay connect

• HR Pay rolling

Provide HR documents based on the payroll policy to the finance team for processing the payroll

If you have any query please contact us!

Aravind Surendran

Mr.Aravind Surendran,has a Post graduate in HR from XLRI Jamshedpur and a MBA from ICFAI Hyderabad. He has done HR Consulting for the following clients like Six Sigma, FSL, Apollo Hospitals, Lafarge, Newgen Software and polaris.

He is well versed in the change management, cultural changes and adaptation, talent engagement programs like accomplished collective excellence, self evaluation program and soft skills.

Very well versed all areas of management and also a visiting faculty to Versatile Business School

Mobile - 09840885160

Mr.Barath Surendran

He is an Engineer and a Post Graduate in Management having wide experience working for various corporate for more than 14 years. He has worked both in technology and as well as in sales and marketing. His previous assignments include working for companies like GE Capital, and Manipal Group to name a few.

He has been Awarded “Star Achiever” by National Integrity cultural Academy for the year 2011.

And also has been awarded the Alumni Achievement Award by ITM Business School for the year 2011.

He is also a Visiting Faculty to Versatile business School and has been delivering programs on Marketing and Branding!

He is also an Empanelled trainer and Advisor to EDI Tamil Nadu for doing Entrepreneurship Development Programs

He has appeared as visiting faculty to many Institutions and business schools. He is a Voracious reader, who has read more than 1000 books on personal development, business and management.


Barath Surendran Director – Techemate Leadership Academy

+91-9444063345 (Cell) / +91 8122219316

From India, Madras

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