COMPETENCY

MAPPINGB LEELA DHARMDHM (OU) 2014-16; AIHAROLL NO 1404-01-676031(INDIA)94904-68518; BOBBALEELADHAR@HOTMAIL.COM

INTRO

QUESTION 1

WHAT IS NATURE’S WAY OF

SELECTION?

ANSWER 1

DARWIN’S THEORY - SURVIVAL

OF THE FITTEST

QUESTION 2

WHAT IS MARKET’S WAY OF

SELECTION ?

ANSWER 2

SURVIVAL OF THE COMPETENT

SELECTOR - IN NATURE

GOD

SELECTOR IN MARKET

HUMANS

PREVIEWINTRO

HISTORY, DEFINITION & NEED.

TYPES & STEPS

METHODS & ACHEIVEMENTS

CONCLUSION

HISTORY ,

DEFINITION

&

NEED

HISTORYCOLONEL JOHN FLANAGAN

1954 - CRITICAL INCIDENTS TECHNIQUE

DAVID MC CLELLAND1960 - “COMPETENCY” USED.1973 – COMPETENCE BETTER THAN INTELLIGENCEBEI – BEHAVIOURIAL EVENT INTERVIEW.

BOYATZIS.1982 - THE COMPETENT MANAGER.

DEFINITION

COMPETENCY  - ABILITIES/ SKILLS/ BEHAVIOURS OF PERSONS TO DO A JOB PROPERLY. (DIMENSIONS OF BEHAVIOUR AND SKILLS)

COMPETENCE - AREAS OF WORK WHICH CAN BE ACCOMPLISHED BY A PERSON WITH HIS ABILITIES/ BEHAVIOURS.

DEFINITION - COMPETENCY

BEHAVIOUR (OR A SET OF BEHAVIOURS) OF INDIVIDUALS THOSE RESULT IN OPTIMUM / EXCELLENT PERFORMANCE IN A JOB AS PER ITS CONTENT.

NEED FOR COMPETENCY MAPPING

TRAINING & DEVELOPMENT.RECRUITMENT & SELECTION.CAREER PLANNING.PERFORMANCE APPRAISAL.SUCCESSION PLANNING.COMPENSATION MANAGEMENT.REPLACEMENT PLANNING.

TYPES

&

STEPS

TYPES CASE STUDIES.

FILM STARS IN POLITICS.

MISS INDIAS IN FILMS.

KAPILS DEVILS - 1983.

NIKE & REEBOK IN INDIA.

VESPA SCOOTERS IN INDIA.

TOYOTA VS HONDA.

TYPES

TYPES

INDIVIDUAL

TEAM

ORGANISATIONAL

FUNCTIONAL

MANAGERIAL

ATTITUDNAL

STEPS

1. CONDUCT JOB ANALYSIS – POSITION INFORMATION QUESTIONNAIRE (PIQ) TO INCUMBENTS. “KEY BEHAVIOURS” NOTED.

2. COMPETENCY BASED JOB DESCRIPTION DEVELOPED - STANDARD COMPETENCIES DEFINED.

3. FACTORS FOR ASSESSMENT – OBJECTIVE EVALUATION OF COMPETENCIES IS DONE.

4. RESULTS USED FOR TRAINING THE EMPLOYEE FOR FUTHER DEVELOPMENT AND ULTIMATE SUCCESS OF THE ORGANISATION

METHODS

&

ACHEIVEMENTS

METHODS1. ASSESSMENT CENTER.

A PROCEDURE – NOT LOCATION.AT&T CO. IN 1960.ASSESSORS – SR MANAGERS/ EXPERIENCED PERSONS.COMPLEX PROCESS – PREDICTS LONG RG PORTENTIAL.NO OF EXERCISES & SIMULATIONS.

GROUP DISCUSSIONS.IN TRAY.ROLE PLAY.CASE STUDIES.ANALYSIS EXERCISES.

IDENTIFIES.

+VE TASK ROLE

+VE MAINTAINENCE ROLE

INITIATOR.INFO SEEKER.INFO GIVER.OPINION

SEEKER.OPINION

GIVER.SUMMARISER

SOCIAL SUPPORTER.HARMONIZER.TENSION

RELEIVER.ENERGIZER.COMPROMISER.GATE KEEPER.

METHODS2. CRITICAL INCIDENTS TECHNIQUE.3. INTERVIEW TECHNIQUE. (MOSTLY USED)4. QUESTIONNAIRE TECHNIQUE.

COMMON METRIC QUESTIONNAIRE.FUNCTIONAL JOB ANALYSIS.MULTI-PURPOSE OCCUPATIONAL SYSTEM ANALYSIS INVENTORY (MOSAIC).OCCUPATIONAL ANALYSIS INVENTORY.POSITION ANALYSIS QUESTIONNAIRE.

5. PSYCHOMETRIC TESTS.APTITUTE TESTS.ACHIEVEMENT TESTS.

Recruitment & Selection

Performance Management

System

Training

Development

Compensation Management

ACHIEVEMENTS

CONCLUSION