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Competency Mapping 
By: Amritpal singh bedi
Definition 
Competency mapping involves the process by which we determine: 
The 
nature 
and scope 
of a 
specific 
job role 
behavioral 
capacities 
required 
the level 
of 
knowledg 
e required 
the skills 
Competen required 
cy 
mapping
Need for Competency Mapping 
Increased cost of manpower 
competent people available for various critical roles 
Selection of right kind of human resources 
need for focus in performing roles-need for time management
Components of competency 
Knowledge 
• information a person possesses about specific areas 
• comprises many factors like memory, numerical ability, linguistic ability-can 
be Scientific, Technical or Job related 
Skill 
• represents intelligent application of knowledge, experience, and tools 
• are demonstrated abilities or proficiencies, which are developed and 
learned from past work & life experience 
Attitude 
• are predispositions to other individuals, groups, objects, situations, 
events, issues, etc 
• decide our approach or avoidance behavior-Positive or Negative attitude
Who can identifies the competencies? 
HR Specialists 
Job 
Analysts 
Experts
SENIOR MANAGER 
COMPETENCY 
*able to lead change 
*persuasive communicator 
*strategic initiator 
MIDDLE MANAGER 
COMPETENCIES 
*creative thinker 
*strategic thinker 
*sensitive to cultural diversity 
*team builder 
Multilevel 
Corporate 
Competency 
Model
Classification of 
Competencies 
Basic 
Competencies 
Intellectual 
Competencies 
Social 
Competencies 
Emotional 
Competencies 
Motivational 
Competencies
Professional 
Competencies 
Knowledge 
Experience 
Expertise
ADVANTAGES 
For the 
company 
• Establishes expectations for performance excellence 
• Improved job satisfaction and better employee retention 
For 
Managers 
• improve the accuracy and ease of the selection process 
• Easier communication of performance expectations 
For 
employees 
• Identify the behavioral standards of performance excellence 
• Helps each understand how to achieve expectations
DISADVANTAGES 
• when conducted by an organization is that there may be no room for an 
individual to work in a field that would best make use of his or her 
competencies 
• it can be of little short-term benefit and may actually result in greater 
unhappiness on the part of individual employees 
• If too much emphasis is placed on 'inputs' at the expense of 'outputs', 
there is a risk that it will favor employees who are good in theory but not 
in practice and will fail to achieve the results that make a business 
successful 
• can become out of date very quickly due to the fast pace of change in 
organizations

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Competency mapping

  • 1. Competency Mapping By: Amritpal singh bedi
  • 2. Definition Competency mapping involves the process by which we determine: The nature and scope of a specific job role behavioral capacities required the level of knowledg e required the skills Competen required cy mapping
  • 3. Need for Competency Mapping Increased cost of manpower competent people available for various critical roles Selection of right kind of human resources need for focus in performing roles-need for time management
  • 4. Components of competency Knowledge • information a person possesses about specific areas • comprises many factors like memory, numerical ability, linguistic ability-can be Scientific, Technical or Job related Skill • represents intelligent application of knowledge, experience, and tools • are demonstrated abilities or proficiencies, which are developed and learned from past work & life experience Attitude • are predispositions to other individuals, groups, objects, situations, events, issues, etc • decide our approach or avoidance behavior-Positive or Negative attitude
  • 5. Who can identifies the competencies? HR Specialists Job Analysts Experts
  • 6. SENIOR MANAGER COMPETENCY *able to lead change *persuasive communicator *strategic initiator MIDDLE MANAGER COMPETENCIES *creative thinker *strategic thinker *sensitive to cultural diversity *team builder Multilevel Corporate Competency Model
  • 7. Classification of Competencies Basic Competencies Intellectual Competencies Social Competencies Emotional Competencies Motivational Competencies
  • 8. Professional Competencies Knowledge Experience Expertise
  • 9. ADVANTAGES For the company • Establishes expectations for performance excellence • Improved job satisfaction and better employee retention For Managers • improve the accuracy and ease of the selection process • Easier communication of performance expectations For employees • Identify the behavioral standards of performance excellence • Helps each understand how to achieve expectations
  • 10. DISADVANTAGES • when conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies • it can be of little short-term benefit and may actually result in greater unhappiness on the part of individual employees • If too much emphasis is placed on 'inputs' at the expense of 'outputs', there is a risk that it will favor employees who are good in theory but not in practice and will fail to achieve the results that make a business successful • can become out of date very quickly due to the fast pace of change in organizations