Competency Mapping in India: Can You Share Which Companies Are Leading the Way?

Dear all,

Can you please guide me on which Indian companies practice competency mapping? If anyone has cases on the topic, I would appreciate your input.

Thanks

Among the first few was Tata Steel in India. I don't have any cases, etc., on them but can answer a few queries if you have any or give you the email ID of someone you can contact there.

Thank you so much, Pranati, for your reply. Actually, I am working on a project on Competency Mapping and feeling quite confused about how to proceed. It would be a great favor if you could email me some email addresses of people at Tata Steel.

I am considering conducting an industry study, perhaps in the retail industry, on competency mapping. (Someone suggested that the IT industry may not provide me with basic information on competency.) What do you think about this? Please share your opinion. Can you also suggest some basic books on Competency Mapping?

Looking forward to your reply. Thank you very much!

hai gitika,

plz dont be confused about competency mapping. it is not at all difficult. the term appears glitzy though.

competencies are of three types, namely

generic

specific - these competencies are essential to everyone in that dept.

core - these competencies are exclusive to the position holder.

Develop a list of competencies that are available like critical thinking, analytical ability, written skills, oral communication, time management, goal setting, conflict management, etc. Define each competency

All u should now do is, identify the level of employees under study. that means, whether u r studying entry level managers, or sr. managers or specialists or so on.

from the list generated, identify, the generic, specific and core for the positions under study. Each competency should be accompanied by behavioral indicators. for example,

CONFLICT MANAGEMENT: Anticipates or seeks to resolve confrontations, disagreements, or complaints in a constructive manner.

BEHAVIORAL INDICATORS:

• Recognizes the potential for conflicts, confrontations, or disagreements.

• Resolves conflicts, confrontations, or disagreements in a constructive manner.

• Addresses formal and informal complaints from employees.

• Addresses formal and informal complaints from persons other than employees (e.g., customers, suppliers).

• Attempts to resolve employee complaints.

• Attempts to resolve complaints from persons other than employees.

Now, examine their job profiles or job descriptions. develop the competencies required for each position from the list u developed in terms of generic, specific and core/key competencies and draw a table with rows and colums with positions understudy on the top and list of competencies generated for each position on the left and tick or cross most essential, essential and least essential.

thats all

any doubts, call me.

regards,

Dr. Prageetha

9247021039 (O)

9949870444 (cell)

Dear Ma'am,

Thank you a lot for providing me with such useful and detailed information. I'm really sorry for the late reply as I was out of town. I'm thinking of studying how competency-based HR practices are done, namely, in the below-mentioned areas:
- Recruitment & Selection
- Reward system
- Performance Management
- Career Plan & Career Development
- Succession plans & succession development
- Training/Development plans & programmes

Could you please provide me with some more guidance on the above areas? Please email me at gitikasathe@yahoo.co.in. Also, let me know if I could be of some help to you.

Waiting for your reply...

Thanks & Regards :)

NTPC is a PSU which undertakes competency mapping for its PMS. Right now, they have already identified 18 different competencies for all of their grades. Some of these competencies are compulsory, and some the executives can choose mutually with their reporting officer. If you need any more help, drop me a message. Regards, Aanchal.

Dear all,

I'm working on a project "competency mapping" in one organization. This concept is totally new for that organization. How should I proceed? Please guide me. Also, I would like to know about various competency models.

Akansha, will you be able to help me on how certain software companies like Infosys go about their competency mapping? Or a reference from whom I can fetch details....

Thanks in advance.

I'm Deepika Tikekar, and I have worked on the competencies of various employees based on situational analysis and have conducted interviews with the AGM at BHEL to map their competencies. I want to know if Morgan Stanley also maps competencies or not. Kindly reply!

Dear Akansha,

The information you shared in 2008 was highly valuable. Many organizations practiced competency mapping back then, including Hutch Orange, GE Capital, Pricol, DS Group, TCS, Novell, HCL Technologies, O&M, L&T, Help Age India, Cognizant Technologies, Cairn Energy India Pvt. Ltd., Lupin Ltd., GAIL, LG Electronics India Ltd, Bharti Cellular, Thermax Group, Sandvik Asia, Mercuri Goldmann Pvt. Ltd., Exide Industries, Kochi Refineries, Infosys, Royal Enfield, Patni Computer Systems, Visteon India, Tata Tea, NIIT, IPCL, NALCO, Cadila Pharmaceuticals, Welspun India Ltd., Wockhardt Ltd, Edutech Middle-east LLC (Dubai), Birla Cellulosic, TATA AIG Insurance Company, HDFC Standard Insurance Co., TATA Cummins, ONGC, Indian Rayon, Wyeth, BPL Mobile Cellular, MICO, Philips, Power Grid Corporation, TATA Motors, Siemens Ltd., Mahanagar Gas, Sri Lanka Telecom (Sri Lanka), Bharat Electronics, IFFCO, Gati, HPCL, SBI Staff College, TNT, ActionAid India, Indo-German Social Service, Idea Cellular, and more.

All the mentioned organizations had their employees trained in four competency mapping courses. However, it is uncertain whether they actively implement this training. Can you provide further details on this aspect?

Thank you in anticipation.