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HR Zone » Performance Assessment » Throw a light on Competency mapping

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Throw a light on Competency mapping
Manisha
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Posted 05-06-2009Reply

Can anyone help me in knowing exactly the competencies to be considered while mapping them?



These are required to make a selection of one best person who can be the leader for all in the team.



If someone can provide a better way to carryout it would be much help to me.

Diana
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  Rated +1 | Posted 05-06-2009

Dear Manisha,

This topic has been discussed earlier many times....

Here are the links, ( very few that I thought would help you...there are plenty more you can go through...)

Please check the forums with selected key words, about your queries, you will surely get many links which would answer your questions... but in case, still, you do not get what you are looking for, then do not hesitate to post a forum...

Like this, you not only save so much time for you & others who are browsing as well, but you help to avoid having repeated subjects posted again & again....

http://hrlink.in/topics/competency-management

http://hrlink.in/topics/competition-mapping-2

http://hrlink.in/topics/competition-mapping

http://hrlink.in/topics/what-do-you-understand-by-competency-framework



& a topic on planning for Hierarchy, as you have asked for...

http://hrlink.in/topics/how-do-we-plan-hierarchy



If you still have some doubts do share...

All the best,


Diana




Krishnappa
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  Rated 0 | Posted 06-06-2009

thanks for ur post (reply) diana

Kalyan Chakravarthy
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  Rated +2 | Posted 07-06-2009

These are few extracts from book Competence at work by Spencer & Spence which may help you better in considering Competencies

" A competency is an underlying characteristic of an individual that is causally related to criterion- referenced effective and / or superior performance in a job or situation"

Competencies are underlying characteristics of people and indicates "ways of behaving or thinking, genralizing across situations, and enduring for a resonably long period of time

Five Types of Competency Characteristics:

1. Motives : The things a person consistently thinks about or wants that cause action
2.Traits: Physical Characteristics and consists responses to situations or information.
3. Self- Concept: A person's attitudes, valus or self-image
4. Knowledge: Information a person has in specific content areas.
5. Skill: The abiliy to perform a certain physical or metal task.

Surface Knowledge and skill competecies are realtively easy to develop; training is the most cost-effective way to secure these employee abilities .

Core motives & trait Competencies are more difficult to assess and develop'


Competencies are Categorized into two Categories: Threshold Competencies; these are the essential characteristics that everyone in a job needs to be minimally effective but that do not distingush superior from average performers.

Differentiating Competencies: these factors distinguish superior from average performers. for ex: Achievement orientation expressed in a person, is a competency that differentiates superior from average

The generic Competency for Managers

Impact & influence : the best managers use reasonably well-socialized impact & influence to improve the functioning of the company

Achievement Orientation: For managers, Achivement orientation encompasses measuring performance, improving effeiciency or effectiveness, setting goals, and calculating cost and benifits for their subordinates or team, ass well as for themselves personally.


Team Work & Cooperation: This is most often mentioned managerial competency.

Analytical Thinking: managers thinking analytically about influence, technical difficulties, and about achivement-related issues are important characteristics of superior managers.

Initiaative; it is most frequently seen in going beyond the job requirement to seize an opportunity or preparefor fuure problem or opportunity.

Developing Others : Developing Others , the second most frequently distingushed managerial competency, is similar in tone to team work,

Self- Confidence: general Confiedence in one's ability & judgement, Challenging the actions of a superior.

Interpersonal Understanding: Understanding the attitude, intrests, needs and perspectives of others. knowing what motives others. understanding both the strengths and limitations of others.

Directivesness / Assrtiveness: Assertiveess in setting limits, saying No when necessary. Setting Standards, demanding performance information Seeking: Physically getting out to seee or touch the situation, systematic information gathering, seking information from many sources.

team leadership

Conceptual thinking; Seeing connections or patters that are not obvious to others
Noticing inconsistencies or discrepancies not obvious to others Using Vigorous, orginal analogies or mataphors

Organizational awareness & Realtionship building

Concern for others

Technical Experts.


These are the generic Competencies required by a manager to be successful

Manisha
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  Rated +1 | Posted 07-06-2009

Thanks Mr. Kalyan for sharing good point..
It will help me to move forward in this analysis..

Harish
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  Rated +1 | Posted 10-06-2009

These are few extracts from book Competence at work by Spencer & Spence which may help you bette... See Kalyan Chakravarthy's complete reply


Thanks Kalyan not only for a comprehensive response, but also for giving due credit to the author. Cheers !!!

Priyanka
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  Rated 0 | Posted 15-06-2009

Hello Manisha,

I know about Competency Mapping, as I have done my summer project title "Competency Mapping" with an MNC co., so here I am sharing my views with you :

Competence refers to an individual’s knowledge, skills, abilities, or personality characteristics that directly influence his or her job performance. The concept of individual competence has a long tradition in the managerial field. Most of this work has focused on leaders and general managers. Other research has sought to specify HR competencies through interviews with executives within a single firm or from a limited set of firms. Many companies have tried to identify HR competencies by asking line managers within the company what they expect from HR and the kinds of competencies HR professionals should exemplify (e.g. what line managers need from HR) This approach assumes that each company may have unique expectations of its human resources professionals and that, as clients, line managers play a central role in defining those expectations.

Further to this, I am also attaching an attachment which can help you a lot.

Revert if any further clarifications required

Attached Files
Arun
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  Rated 0 | Posted 15-06-2009

Hi Manisha,


If you want to know more about Competence Mapping,

Get in touch with www.mecindia.in

They do lot of certification programmers on Competence.

Regards
Arun

Niyati
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  Rated 0 | Posted 15-02-2010

Hello Manisha,



I know about Competency Mapping, as I have done my summer project titl... See Priyanka's complete reply


hi priyanka,

i also want to do my grand project on title"comparative analysis on competency mapping" of service indusrtry and engineering industry.

So if you have further information related to it and questionnaire plz help me.

thanks.

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