A Study on Competency Mapping

A Study On Competency Mapping.

INTRODUCTION Competency is an element of knowledge.

It is an element of skill practiced regularly and with the right kind of attitude

So attitude builds competency.  

COMPETENCY MAPPING It generally examines two areas: emotional intelligence or emotional

quotient (EQ)=manage and access the ability and capacity.

Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker and in some cases, as part of an organization.

And strengths of the individual in areas like team structure, leadership, and decision-making

OBJECTIVES1. To identify and describe the factors which are critical to the

functioning of a particular job \ work so that a match can be established between the skills required to perform a job and actual talent of job holder.

2. To study the effect of monetary and non-monetary benefits provided by the organization on the employee’s performance.

3. To study the effect of job promotions on employees.

4. To learn the employee’s satisfaction on the interpersonal relationship with other employees, seniors and managers.

5. To do job evaluation & formulation of appropriate incentive plan.

METHODOLOGY The data for the study was collected from the

following companies: IBM HCL Technologies HCL Infosystems WIPRO

Primary data was collected by the means of the questionnaire. Secondary data was collected through website such as abscohost, citehr, etc.

DATA ANALYSIS

AWARENESS AMONG THE EMPLOYEES REGARDING THEIR OWN COMPETENCIES

DRIVE AMONG THE EMPLOYYES FOR CONTINOUS IMPROVEMENT

DEALING WITH EMOTIONAL STRESS AND STRAIN

RESPONSE TOWARDS UNPREDICTED SITUATIONS

CONCERN FOR QUALITY OF WORK AMONG THE EMPLOYEES

FINDINGS People agree that a financial incentive motivates

them more than non financial incentives. Analysis says that Employees are very clear about

their task and responsibilities, assigned to them. Some people lack in rapport, which can be cured

through training. People are not as much concerned for excellence in

their work as the organisations want them to. Response of the people is not satisfactory in

unpredictable situations. People are not able to deal with the stress and need

assistance for that.

CONCLUSION For corporate executives, the above competencies will

be helpful to identify performance criteria; to improve the accuracy and ease of the hiring and selection process; to create more objective performance standards; to communicate standards of excellence in performance and to establish a clear foundation for dialogue to occur between the corporate executives and employees about performance, development and career-related issues.

For employees, competency profile will be useful to identify the success criteria required in their jobs, and to negotiate for professional development.

CONTINUED… Competency-based HR is considered the

best HR. In India however competency development and mapping still remains an unexplored process in most IT organisations despite the growing level of awareness. The underlying principle of competency mapping is not just about finding the right people for the right job. The issue is much more complex than it appears, and most HR departments have been struggling to formulate the right framework for their organisation.

RECOMMENDATIONS Attempts should be made to create an effective

competency profile so that personnel could help organization to achieve its goal especially time bound programme. If deficiencies are noted in this respect, it will harm the performance of the organization.

Attempt should be made to create organizational conditions that are conductive to appropriate competency mapping.

All the employees should be properly briefed regarding competency mapping and the profile set.

THANK YOU