Hr Executive
Human Resource Domain
Human Resources
+1 Other

Dear friends

Mapping competencies is an important aspect of HR. I am providing with some common competencies and their definitions. Hope my friends will be benefitted from it.

Dictionary of Competencies

Core Competencies


Takes personal responsibility for all work activities and personal actions, implementing decisions that have been agreed upon, and acknowledging mistakes and failures without blaming others

Clear Communication

Expresses oneself clearly and effectively when speaking and writing to individuals and groups; listening attentively and insuring communication is understood by all parties involved

Client/Customer Service Orientation

Focuses one’s efforts on exceeding the customer’s needs. Takes personal responsibility for dealing with and/or correcting customer service issues and concerns


Consistently produces high quality work with unfailing reliability. Can be counted on to get the job done and done well every time.


Utilizes time effectively for maximum performance. Completes activities/projects on or before scheduled deadlines with minimal errors and taking full advantage of the resources available.


Idependently anticipates and identifies problems, obstacles and opportunities and takes decisive action to address them

Interpersonal Skills

Ability to work effectively with others using empathy and self-regulation to manage interactions with others

Problem Solving/Decision Making

Generates successful approaches to analyzing and resolving problems and makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment.

Respect and Valuing Diversity

Demonstrates the ability to recognize, understand, accept and appreciate the value of workplace diversity; respects the practices, values, and points of view of other individuals and groups.

Teamwork and Collaboration

Works cooperatively with others, contributes to and accepts group opinion; and understands that organizational and team goals take precedence over individual goals.

Role-Related Competencies::

Analytical Thinking

Understands a situation, issue or problem by using a step-by-step process, applying basic rules and learned concepts

Change Leadership

Initiates, sponsors, implements, supports and leads other through organizational or departmental change efforts.

Continuous Improvement Orientation

Strives to constantly enhance and streamline processes and quality related to how work is done.

Creativity and Innovation

Generates novel and imaginative contributions and solutions to problems, projects, processes and situations

Developing Others/Supervision

Works in partnership with staff to develop departmental, personal and professional goals, encourages staff growth, and maintains a cohesive work team

Developing Self

Ability to grow and apply one’s expertise/ knowledge within and across specialized technical/functional areas. Includes self-assessment, soliciting performance related feedback and taking initiative to build one’s own skills


Demonstrates the ability to adhere to an appropriate and effective set of core values and beliefs and to act in line with those values.


Develops strategic plans and influences others so that they will strive willingly and enthusiastically toward the achievement of goals that support the mission of the department and the University.


Establishes work priorities, methods and project flow to accomplish objectives. Utilizes time effectively for maximum performance. Anticipates and prepares for future developments and deadlines.

Quality Assurance/Attention to Detail

Establishes work priorities, methods and project flow to accomplish objectives. Utilizes time effectively for maximum performance. Anticipates and prepares for future developments and deadlines.

Resilience and Adaptability

Adjusts to changing circumstances by altering attitudes and behaviors; displays resilience and flexibility in response to setbacks and stressful situations with energy and optimism.

Resource and Project Management

Allocates time and resources (material, financial and human) in order to reach goals; integrates complex project steps and outcomes and follows-up by monitoring results of delegations and assignments.

Technical/Professional Skills

achieves a proficient level of technical and professional skills/knowledge in job-related areas. Involves continual assessment and skill development.


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Anuradha, That’s a quite different format which you have used to show the concept. Well done!
Hi Deepa
thanx for the comment. Actually people are generally very scared when they are asked to do a competency mapping. There are so many inter-related competencies and their meanings and further attributes are still more confusing.
So I thought of putting these competencies in easy and layman language so that it is understood by all.
I m in the process of making a comprehensive competency dictionary for use in induction, assessment and promotion structure.
That’s good. I am driving this too in my organization for my business unit and also planning to consolidate it into a final document. Will touch base with each other for any queries. Deepa :)
Hi there
it seems tht u have indepth knowledge about competency mapping
Actually i m currently working as an HR Trainee for my summer intership with a printing company and i have been asked to get the competency dictionary
So if at all you could help me wiht anyhtg then please mail me at
Thanks & Regards
hi Juhi,
If you want to prepare the competency dictionary for the organiztion, then you first need to list out the competencies required for that organization, then write their definitions and write the behavior indicators for the same. You can write the behavior indicators in two ways:
1. By writing positive and negative indicators
2. by defining levels of behavior
for any help you can write to me at
For Example:

I am taking acievement orientation.

Definition: Establishing and maintaining personally challenging goals and exerting efforts toward mastering tasks.

Behavior indicators level wise
Level 1 Beginner
•Strives to achieve desired results on time with supervision from above.
•Sets achievable targets for self and work is monitored by seniors to complete on time.
•Means well and tries hard to achieve goals

Level 2 Developing
•Achieves desired results with minimum or no direction ensuring that they are of quality nature.
•Defines key result areas for self and sets challenging goals to be accomplished.
•Analyze the reasons for obstacles and find alternate ways to overcome those.

Level 3Intermediate
•Defines key result area for the group and sets challenging but realistic goals and targets for group/team.
•Develops team capability to plan and manage major challenges and suggests ways to improve on result

Level 4 Mature
•Identifies and efficiently drives capabilities of all the resource that facilitate the achievement of Company's goals.
•Acts as a mentor/coach to previous levels in improving performance standards.
•Sets challenging goals with a futuristic objective in mind and strategize.

Level 5 Expert
•Integrates different functions and looks at all functions for company’s growth.
•Develops empowering culture through recognition of excellence in result.
•Makes decisions by weighing up all the cost benefits and risk implications affecting the company.
•Establishes new directions and measure of success

Postive and negative indicators

•Sets and maintains high but realistic performance standards for self and others
•Tries new things to reach challenging goals
•Persists until personal and team goals are achieved (involved till the end)
•Motivates others to translate ideas into actions and results
•Holds self and other team members accountable for achieving results

•Stops and gives up at the first obstacle.
•Seeks excuses rather than solutions or ways forward
•Loses sight of how a task fits into wider objectives
•Has to be chased for completion of job.

Hope this will help you!!!
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