Identifying key Behavioral parameters through

Competency Mapping

The study/research is done on three positions which have extensive reach in guest interactions and relations.

• GRE (Welcome diva)

• GSA

• Butler

Sampling

The total population of the positions respectively :

• GRE ( 13)

• GSA (25)

• Butler (32)

Sampling procedure..

The sample of a reasonable size was selected from all the three positions in order to get the maximum representation and make the study authentic and free from any biases.

What is Competency ?

Competency is a cluster of related knowledge, attitudes, skills and other personal characteristics.

Competency…

Affects a major part of one’s job

Correlates with performance on the job

Can be measured against well-accepted standards

Can be improved via training and development

Competency analysis

Competence gap analysis is also known as Skills gap analysis. it helps in identifying what are the skills required to the job per position using the job description, PAQs and other tools.

And then Identify what are the skills owned by the employee

After this we measure the Gap between the existing skills in the employee and what is required by the job

Objectives of Competency Mapping/Analysis

Competency mapping serves a number of purposes. It is done for the following functions:

Gap Analysis Role Clarity Succession Planning Growth Plans Restructuring Inventory of competencies for future planning

Categories of Competencies

Competencies in organizations tend to fall into two broad categories:

Personal Functioning Competencies

Functional/Technical Competencies

Personal Functioning Competencies

These competencies include broad success factors not tied to a specific work function or industry which often focusing on leadership or emotional intelligence behaviors.

Functional/Technical Competencies

These competencies include specific success factors within a given work function or industry

Mapping process

In order to arrive at the effective and efficient mapping we need to follow certain important steps:

First stage of mapping requires understanding the vision and mission of the organization.

Second stage requires understanding from the superior performers the behavioral as well as the functional aspects required to perform job effectively.

First stage

In our case through extensive literature review and multiple interactions and discussions with Head of the department we tried to understand and imbibe the vision and mission of the organization.

Second stage

This stage requires an in-depth knowledge and understanding of the positions and their role and importance towards fulfillment of the organization’s objective and mission.

Tools /methodology used ….

Focus Groups Structured Interviews Behavioral Event Interviews Surveys / Position Analysis Questionnaire Observations Job Description Work Logs

In our case…

We conducted : Job Description review Focus Groups interviews Behavioral Event Interviews Surveys / Position Analysis

Questionnaire Observations

PAQ ( Position Analysis Questionnaire )

Findings and graphical representation …

During the study various competencies and skills were identified and it was revealed that some common and very crucial aspects of the jobs require these competencies at different levels respective to their roles.

Findings and graphical representation…

The competencies /skills were analyzed under three categories:

•Technical

•Managerial

•Behavioral

Competency Mapping Grid

Thank You …