Car Example Competency-mapping_vats

8/20/2019 Car Example Competency-mapping_vats

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COMPETENCY MAPPING

HUMAN RESOURCE DEVELOPMENT

GROUP 3

PERSONNEL MANAGEMENT II


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ROLL NO. NAME

03 Vishal Vats

12 Ankita Kevin Natal25 Ruhama Kachchap

35 Abhinav Mishra

49 Hirni athak

!3 Ritesh

"#4 $anvi

GROUP COMPOSITION


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%&M'$'N%( MA)N*◦ 'V&+,$)&N

◦ -'.)N$)&N/ &'%$)V'" AN- N''-"

◦ "$'" )N %&M'$'N%( MA)N*

◦ '..'%$" &N &$H'R HR- "("$'M"

◦ %&M'$'N%( MA)N* A$ -)..'R'N$ +'V'+"

◦ A""'""M'N$ AN- .''-A%K A"'- &N%&M'$'N%( MA)N*

◦ $&&+" .&R -'V'+&)N* %&M'$'N%)'"

TOPICS COVERED


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.irst there ere sme amebas -eviant amebas

a6apte6 better t the envirnment/ thus becmin7

mnke8s $hen came $M

) am leavin7 ut sme 6etails/ but the ther8 itsel:

als has a :e hles that are best le:t un;uestine6<

# "ctt A6ams

THEORY OF EVOLUTION(SUMMARY)


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e7innin7 : the tentieth centur8 # rk bru7ht cmple= skills

t the >b usiness prcess re;uire6 speci:ic cmpetencies :r the

task at han6

'ra : scienti:ic mana7ement ? $a8lr@s an6 .r6@s use : assembl8

line shi:te6 :cus :rm cmpetenc8 t time an6 mtin stu68

rl6 ar )) Bmi6 centur8C en:rce6 mana7ement centric vies

here ::icers 7ave r6ers t subr6inates h be8e6 ithut

;uestins

COMPETENCY MAPPING-EVOLUTION


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19!0 ? -avi6 Mc%lellan6@s lan6mark article in the American

s8chl7ist asserte6 that cmpanies shul6 hire peple

base6 upn cmpetencies rather than test scres

19D3 ? Mc%lellan6 6evelpe6 ne meth6s t pre6ict human

per:rmance :r ," )n:rmatin A7enc8 &b>ective as t

eliminate the ptential biases : tra6itinal intelli7ence an6

aptitu6e testin7



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$he turnin7 pint :r cmpetenc8 mvement ? Article publishe6 in

American s8chl7ist in 19D3 b8 Mc%lellan6

Article presente6 6ata supprtin7 that tra6itinal achievement an6

intelli7ence scre ma8 nt be able t pre6ict >b success nee6 : the

hur as t pr:ile the e=act cmpetencies re;uire6 t per:rm the

7iven >b e::ectivel8

';uall8 nterth8 is the pineerin7 rk b8 -u7las re8 an6 his

assciates at A$E$ hich 7ave evi6ence that the cmpetencies can be

accesse6 thru7h assessment centers an6 n the >b success can be

pre6icte6 t certain e=tent



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ehaviur 'vent )nterviein7 B')C as 6evelpe6 b8

Mcer t map the cmpetencies

)ncrease6 rec7nitin : the limitatins :per:rmance appraisal in pre6ictin7 :uture

per:rmance shi:te6 :cus t ptential appraisal an6

assessment centers in seventies

Assessment centers ere an inte7ral part : the HR-

plan 7iven t +E$ in 19D5



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An8 un6erl8in7 characteristic re;uire6 :rper:rmin7 a 7iven task/ activit8 r rle success:ull8can be cnsi6ere6 as cmpetenc8

COMPETENCY


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United Natin! Ind"!t#ia$ De%e$&'ent O#ani!atin(**)

A cmpetenc8 is a set : skills/ relate6 knle67e an6 attributesthat all an in6ivi6ual t success:ull8 per:rm a task r an activit8 ithin a speci:ic :unctin r >b<

RAN+IN (**)

%mpetencies are 6e:initin : skills an6 behavirs thatr7aniFatins e=pect their sta:: t practice in rk<

MANSFIELD (,)

,n6erl8in7 characteristics : a persn that results in e::ective asuperir per:rmance<

COMPETENCY - DEFINITION


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O/!e#%a/$e0e1a%i#

Mti%e!2 Va$"e! 2 T#ait!2 Se$ Cn4e&t

Attit"de!

+n5$ede

S6i$$!


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%mpetenc8 ma8 take the :llin7 :rmsG

Knle67e Attitu6e "kill

&ther characteristics : an in6ivi6ual inclu6in7 Mtives Values $raits "el: %ncept


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)t is a prcess : i6enti:icatin : the cmpetenciesre;uire6 t per:rm success:ull8 a 7iven >b r rler a set : tasks at a 7iven pint : time )t cnsists :

breakin7 a 7iven rle r >b int its cnstituent tasksr activities an6 i6enti:8in7 the cmpetenciesBtechnical/ mana7erial/ behaviral/ cnceptual knle67e

an6 attitu6e an6 skills/ etcC nee6e6 t per:rm the samesuccess:ull8

COMPETENCY MAPPING


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Competency Map. A cmpetenc8 map is a list : anin6ivi6ual@s cmpetencies that represent the :actrs mstcritical t success in 7iven >bs/ 6epartments/ r7aniFatins/ rin6ustries that are part : the in6ivi6ual@s current career plan

Competency Mapping %mpetenc8 mappin7 is a prcessan in6ivi6ual uses t i6enti:8 an6 6escribe cmpetencies thatare the mst critical t success in a rk situatin r rk rle

Competency profiling )t is the prcess : i6enti:8in7 theknle67e/ skills/ abilities/ attitu6es/ an6 >u67ment re;uire6

:r e::ective per:rmance in a particular ccupatin rpr:essin %mpetenc8 pr:ilin7 is businesscmpan8 speci:ic

COMPETENCY MAPPING


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%mpetenc8 mappin7 serves a number :purpses )t is 6ne :r the :llin7 :unctinsG

*ap Anal8sis Rle %larit8

"uccessin lannin7

*rth lans Restructurin7

)nventr8 : cmpetencies :r :utureplannin7

O07ECTIVES OF COMPETENCYMAPPING


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NEED FOR COMPETENCYMAPPING

$rainin7 an6-evelpment

Recruitmentan6 "electin

%areerlannin7

er:rmance Appraisal

"uccessinlannin7

%mpensatin

Replacementlannin7

%mpetenc8Mappin7


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$he :llin7 steps ma8 be :lle6 in cmpetenc8Mappin7G

1C -eci6e the psitins :r hich the cmpetencies nee6 t be mappe6

2C )6enti:8 the lcatin : the psitins in ther7aniFatinal structure $his nee6s the clarit8 :r7aniFatinal structure/ 6e:inin7 the psitinrelatinships Breprtin7 authrit8/ subr6inates/ peers

etcC3C )6enti:8 the b>ectives : the :unctin r the 6epartment

r the unit r sectin here the psitin is lcate6

STEPS IN COMPETENCYMAPPING


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4C )6enti:8 the b>ectives : the rle h8 6es thepsitin e=istI hat are the main purpses : therle etc 6etails

5C %llect the Ke8 er:rmance Areas Br KRAs/$asks/ etcC : the psitin hl6er :r the last tt three 8ears :rm the per:rmance appraisalrecr6s Alternatel8/ cllect the >b 6escriptins :

an8 : the psitin t make a list : all tasks an6activities t be per:rme6 b8 that psitin hl6er



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!C )ntervie the psitin hl6er t list the $asks an6activities e=pecte6 t be per:rme6 b8 the)n6ivi6ual *rup them int a set : tasks $hetasks list ma8 be as man8 as 15 t 20 :r smepsitins an6 as C'&eten48 Ma&&in :e as:ive t si= :r ther psitins $here is n ri7i6 ruleabut the number : tasks )t 6epen6s n hcmple= the psitin is )t is use:ul t start ith asman8 tasks as pssible



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DC )ntervie the psitin hl6er t list the actual knle67e/attitu6e/ skills/ an6 ther cmpetencies re;uire6 :rper:rmin7 the task e::ectivel8 $he psitin hl6er shul6 beaske6 ;uestins likeG ): 8u are t recruit sme ne tper:rm this task hat ;ualities r cmpetencies ul6 8ulk :r in himherI hat cmpetencies 6 8u think arere;uire6 t per:rm this ellI

JC Repeat the prcess ith all the psitin set members

9C %nsli6ate the list : cmpetencies :rm all the psitin

hl6ers@ b8 each task10C '6it an6 :inaliFe resent it t the supervisrs : the

psitin hl6er an6 the psitin hl6er :r apprval an6:inaliFatin



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'::ects n the :llin7 HR- s8stemsG# Recruitment E "electin er:rmance Mana7ement "8stem $rainin7 -evelpment

%mpensatin Mana7ement

EFFECTS OF COMPETENCYMAPPING ON OTHER HRD SYSTEMS


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C'&eten48-/a!ed #e4#"it'ent is a prcess :

recruitment base6 n the abilit8 : can6i6ates t pr6uce

anec6tes abut their pr:essinal e=perience hich can

be use6 as evi6ence that the can6i6ate has a 7iven

cmpetenc8

RECRUITMENT 9 SELECTION


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A cmpetenc8 base6 apprach t recruitment an6

selectin : sta:: can help an r7aniFatin/ t make itan e::ective an6 success:ul investment : time/

mne8 an6 e=pertise "uch an apprach ill help t

ensure thatG

i $he r7aniFatin is clear re7ar6in7 the cmpetencies an6skill sets re;uire6 b8 the >b

ii "electin prcesses encura7e a 76 :it beteenin6ivi6uals an6 their >bs/ mana7ers an6 sta:: have there;uire6 skills an6 cmpetencies

iii )n6ivi6ual skills an6 abilities are matche6 t there;uirements : the >b an6

iv 'valuatin : rk 6eman6s an6 sta::in7 are accurate


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)nte7ratin7 cmpetencies ithin the &e##'an4e 'anae'entprcess supprts the prvisin : :ee6back t empl8ees nt nl8 n

hat< the8 have accmplishe6 Bie/ per:rmance 7alsC/ but als

h< the rk as per:rme6/ usin7 cmpetencies :r prvi6in7

:ee6back

)nte7ratin7 cmpetenc8 ith M" helpsG#

i 'mpl8ees in un6erstan6in7 per:rmance e=pectatins an6enhancin7 cmpetencies

ii $ prvi6e a mechanism :r prvi6in7 psitive :ee6back abut anempl8ee@s trainin7 achievements an6 n#the#>b per:rmance

iii $ prvi6e >b stan6ar6s :r per:rmance appraisal

iv $ prvi6e clear 6irectin :r learnin7 ne >b skills

PERFORMANCE MANAGEMENTSYSTEM


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C'&eten48 0a!ed T#ainin :cuses n hat the participant is

e=pecte6 t be able t 6 in the rkplace as ppse6 t >ust havin7

theretical knle67e

An important characteristic of Competency Based Training is that it

is focused not only on the actual jobs that are required in theworkplace, but also the ability to transfer and apply skills,

knowledge and attitudes to new Situations and environments.

$he a6vanta7es : cmpetenc8 base6 trainin7B%$C areG#

i articipants ill achieve cmpetencies re;uire6 in the

per:rmance : their >bs

ii articipants buil6 cn:i6ence as the8 succee6 in masterin7 speci:iccmpetencies

iii articipants receive a transcript r list : the cmpetencies the8have achieve6

TRAINING


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All businesses are base6 n sme ke8 cmpetencies $he mainreasn :r an r7aniFatin t create a cmpetenc8#base6

6evelpment s8stem that :cuses n havin7 the ri7ht peple ith

Ri7ht skills at the ri7ht time is that it helps in accmplishin7

business tar7ets

%mpetencies are the nee6 : the hur an6 6esi7nin7 apprpriate

cmpetenc8 6evelpment m6els is a necessit8

A6vanta7es : cmpetenc8 base6 6evelpmentG#

i )mprvement in pr6uctivit8/ per:rmance an6 pr:itabilit8ii )6enti:8 empl8ee@s capabilities :r an r7aniFatin@s :uture nee6s

iii Anal8Fin7 capabilit8 7aps

DEVELOPMENT


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C'&eten48-/a!ed &a8 :its this ne envirnment )t prvi6es ann7in7 incentive t empl8ees t enhance their abilit8 t per:rm

their >bs 'mpl8ees are rear6e6 ith salar8 increases hen the8

a66 ne knle67e r skills r hen the8 6emnstrate hi7her level

cmpetence n e=istin7 capabilities

A6vanta7es : cmpetenc8 base6 cmpensatinG#

i rvi6es a basis : 6eci6in7 n the cmpensatin

ii 'ncura7es empl8ees t 6evelp their cmpetencies :urther

iii +ea6 t a :cus n ttalit8 : >b rather than >ust hat is achieve6iv $his s8stem :its ever8 >b

COMPENSATION MANAGEMENT


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$he 11 ;ualities separate6 int three 7rups/ asshn in the :llin7 sli6e/ it represent three6i::erent levels $he :irst level :rms the:un6atin level/ an6 cmprises : t kin6s :

basic knle67e an6 in:rmatin a mana7er ma8nee6 t use in 6ecisin makin7 an6 actin takin7

COMPETENCY MAPPING ATDIFFERENT LEVELS

$h + B C M 6 l : M i l % i


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LEVEL,

LEVEL

LEVEL3

$he +ancaster Bur78neC M6el : Mana7erial %mpetencies


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ASSESSMENT 9 FEED0AC+ 0ASED ON COMPETENCY MAPPING


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A %mpetenc8 Mappin7 can a66ress man8 : the issues relate6 t per:rmance appraisalG

◦ $his ensures a7reement n per:rmance criteria/ hat isaccmplishe6 an6 hat is nt accmplishe6/ cllectin7

relevant an6 su::icient 6ata◦ )t als ensures pprtunit8 t supervisrs t bserve

behaviur/ speci:icit8 an6 cncreteness in 6iscussinsabut per:rmance 6e:iciencies



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rvi6es a share6 un6erstan6in7 : hat ill bemnitre6 an6 measure6LA %mpetenc8Mappin7 inte7rate6 ith per:rmance appraisalensures a balance beteen hat 7ets 6ne an6

h it 7ets 6ne $he skills/ knle67e an6 characteristics that are

imprtant t success are clearl8 6escribe6 )t

prvi6es a ra6map : here t be7in the6iscussin an6 hat areas t :cus n



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rvi6es :cus :r 7ainin7 in:rmatin abut behaviurLAn appraisal prcess inclu6es asimple/ accurate meth6 :r a bss t assess >bper:rmance ut hat happens hen the bss is

ne r heshe cntrls a number : 6i::erentlcatinsI 8 i6enti:8in7 the speci:ic behaviurscrucial :r e::ective per:rmance/ %mpetenc8Mappin7 ::er bsses a startin7 pint

CONTD.


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$he 3!0#6e7ree .ee6back rcess is bein7increasin7l8 use6 in r7aniFatins :r6evelpment/ appraisal an6 cmpensatinpurpses )t invlves a cllectin : perceptins

abut an in6ivi6ual@s behaviur an6 its impact n bsses/ cllea7ues/ subr6inates as ell as internalan6 e=ternal custmers %mpetenc8 Mappin7help t ensure that such :ee6back relatesspeci:icall8 t the cmpetencies crucial tin6ivi6ual r r7aniFatinal success

3:*-DEGREE FEED0AC+PROCESS


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Lite#at"#e Re%ie5 G A preliminar8 apprach :r6e:inin7 >b cntent an6 i6enti:8in7 re;uire6cmpetencies is t cn6uct a revie : theliterature t learn abut previus stu6ies : the >b

r similar >bs F4"! G#"&!G )n :cus 7rups/ a :acilitatr

rks ith a small 7rup : >b incumbents/ their

mana7ers/ supervisees/ clients/ r thers t 6e:inethe >b cntent r t i6enti:8 the cmpetenciesthe8 believe are essential :r per:rmance

TOOLS FOR DEVELOPINGCOMPETENCIES


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St#"4t"#ed Inte#%ie5!G )n structure6intervies/ care:ull8 planne6 ;uestins are aske6in6ivi6uall8 : >b incumbents/ their mana7ers/ rthers :amiliar ith the >b enchmarkin7

intervies ith ther r7aniFatins are especiall8use:ul in achievin7 a bra6er vie : the >b r6eterminin7 hich cmpetencies are mreuniversall8 6eeme6 necessar8 :r a particular >b



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0e1a%i#a$ E%ent Inte#%ie5!G )n behaviralevent intervies B')C/ tp per:rmers areinterviee6 in6ivi6uall8 abut hat the8 6i6/thu7ht/ sai6/ an6 :elt in challen7in7 r 6i::icult

situatins $he cmpetencies that ereinstrumental in their success are e=traplate6:rm their stries &:ten/ avera7e an6 lper:rmers are als interviee6 t prvi6e acmparisn



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S"#%e8!G )n surve8s/ >b incumbents/ theirsupervisrs/ an6 perhaps senir mana7erscmplete a ;uestinnaire a6ministere6 either inprint r electrnicall8 $he surve8 cntent is base6

n previus 6ata cllectin



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O/!e#%atin!G )n this 6ata cllectin meth6/the research team visits hi7h#per:rmin7incumbents an6 bserves them at rk $he mrecmple= the >b an6 the 7reater the variet8 in >b

tasks/ the mre time is re;uire6 :r anbservatin



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CASE ANALYSIS ON0UYING A CAR

&nce a bu8er has 6eci6e6 hat t lk :r in a car/ he r shemust 6eci6e h t assess speci:ic cars t i6enti:8 the ne bestsuite6 t his r her nee6s $here is a number : assessmentsthe car bu8er can make t help ith the selectin 6ecisinG

+k at its 7eneral appearance ,se a checklist : essential characteristics Ask h 76 the ner thinks the car is uestin previus ners n the histr8 : the car

+k at the han6bk an6 service histr8 Ask :r speci:ic e=amples : the car@s per:rmance $ake it :r a test#6rive Make pre6ictins base6 n technical characteristics : the car


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$he car bu8er ma8 un6ertake mre than ne : the abveassessments be:re makin7 a 6ecisin n hether t purchasethe car r nt "me assessments ill nt prvi6e the best

measure : a car@s suitabilit8 .r e=ample/ bu8in7 a car because it lks &K an6 the ner sa8s it is a 7reat car t6rive is at best 7in7 t leave the car bu8er unprepare6 :r hat is rn7 ith the car/ an6 at rst leave him r herhavin7 ma6e a ver8 e=pensive mistake

"hrt : takin7 a car aa8 :r a :e mnths t tr8 it ut/ atest#6rive is prbabl8 the mst accurate means : assessin7 :its suitabilit8 )t enables the car t be 6riven in realistic

situatins hile un6ertakin7 tasks that represent the ever86a8peratins the car ill be re;uire6 t per:rm .r e=ample/ i:the car is t be use6 :r ln7 mtra8 >urne8s ith a :ullla6 as ell as :r trips arun6 tn/ then these cn6itins

shul6 be part : the test#6rive


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$he car bu8er ma8 un6ertake mre than ne : the abveassessments be:re makin7 a 6ecisin n hether t purchasethe car r nt "me assessments ill nt prvi6e the best

measure : a car@s suitabilit8 .r e=ample/ bu8in7 a car because it lks &K an6 the ner sa8s it is a 7reat car t6rive is at best 7in7 t leave the car bu8er unprepare6 :r hat is rn7 ith the car/ an6 at rst leave him r herhavin7 ma6e a ver8 e=pensive mistake

"hrt : takin7 a car aa8 :r a :e mnths t tr8 it ut/ atest#6rive is prbabl8 the mst accurate means : assessin7 :its suitabilit8 )t enables the car t be 6riven in realistic

situatins hile un6ertakin7 tasks that represent the ever86a8peratins the car ill be re;uire6 t per:rm .r e=ample/ i:the car is t be use6 :r ln7 mtra8 >urne8s ith a :ullla6 as ell as :r trips arun6 tn/ then these cn6itins

shul6 be part : the test#6rive


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$here are sme assessments that a bu8er ma8 ish t make be:re he r she un6ertakes a test#6rive $hese assessments

ill prevent the bu8er :rm viein7 a car hich 6es ntmeet certain basic re;uirements .r e=ample/ he r shema8 ish t check that the car has a certain number : seats because/ hever suitable the car is in ther a8s/ ithut

the ri7ht minimum number : seats there ul6 be n pintin viein7 it

$here are als sme assessments the car bu8er ma8 ish t

make a:ter takin7 it :r a test#6rive .r e=ample/ the car bu8er ma8 ish t check the car@s histr8 b8 lkin7 at theservice bk


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$he Han6bk : %mpetenc8 Mappin7/,n6erstan6in7/ -esi7nin7 E )mplementin7cmpetenc8 m6els in &r7aniFatin/ "eema "an7hi/2004/p720#2J/ Respnse ks

httpGi;pccmupla6e6.iles$rainin7Asia$rainin7$he*atea8cmpetenc8p6: Accesse6 n 25th .ebruar8/ 2012O

citehrcm$he %mpetencies Han6bk/ 2005/ "teve hi66ett

E "arah Hll8:r6e/ aic ublishin7 Huse

0I0LIOGRAPHY

http://www.iqpc.com/uploadedFiles/Training/Asia_Training/The_Gateway/competency.pdfhttp://www.iqpc.com/uploadedFiles/Training/Asia_Training/The_Gateway/competency.pdfhttp://www.iqpc.com/uploadedFiles/Training/Asia_Training/The_Gateway/competency.pdfhttp://www.iqpc.com/uploadedFiles/Training/Asia_Training/The_Gateway/competency.pdf


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Documents

Car Example Competency-mapping_vats