Competency Mapping
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The document discusses competency mapping in HR, highlighting personal characteristics and job performance as critical factors. It outlines the steps for developing a competency-based selection system and performance management system, differentiating between threshold and differentiating competencies. Additionally, it emphasizes the need for a mixed model approach in performance management.
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Competency Mapping
- 1. COMPETENCY MAPPINGJagdeepKaur (Vice President)HR Globe Consultingwww.hrglobeconsulting.com
- 2. CONCEPT OF COMPETENCY MAPPINGPersonal CharacteristicsJob PerformanceBehaviorMotive, Trait, Self-Concept & Knowledge
- 3. CRITERIA TO MEASURE COMPETENCY & PERFORMANCECompetencyEffective PerformanceSuperior PerformancePerformanceDifferentiating CompetenciesThreshold Competencies
- 4. THRESHOLD V/S DIFFERENTIATING COMPETENCIESDistinguishes superior from average performerMust have in the job
- 5. NEED FOR COMPETENCY MAPPING
- 6. STEPS IN DEVELOPING A COMPETENCY BASED SELECTION SYSTEM
- 7. PERFORMANCE MANAGEMENT SYSTEM (PMS)Organization StrategyOrganization ObjectivesPre-requisite stepsManager/Work Unit ObjectiveStart of PeriodPerformance PlanningDefinition of Job ResponsibilitiesDuring the PeriodGoal SettingPerformance ManagementEnd of PeriodPerformance Appraisal
- 9. MIXED MODEL
- 10. Need for Competency based PMS
- 11. APT Situations for“MIXEDMODEL” Performance + Competency PMS
- 12. TOOLS FOR COMPETENCY MAPPING
- 13. Thank you