Competenc

y Mapping
 A Competency is an
underlying
characteristic of a
person which enables
him /her to deliver
superior performance
in a given job, role or a
situation.
Consists of Cluster
of:
1) Knowledge
2) Skill
 What is competency?? 3) Attitudes
That affect
individual’s
ability to
perform

C= P +other
factors
 The concept of competencies originated from David
McClelland’s ground breaking article,
“Testing for competencies rather than Intelligence”

 This article launched the competency movement in Industrial

psychology

Origin
He concluded that, traditional academic aptitude, knowledge
context test, school grades and credentials:
•Do not predict success either in job/life
•Were generally biased against lower-socio economic
section of the society
McClelland’s definition

A competency can be
Defined as an
Underlying characteristic
of an individual that is
causally related to criterion
referenced effective and/or
superior performance
in job or situation.
Five types of competency
characteristics:
 Knowledge
 Refers to information and learning resting in a person
 Skill
 Person’s ability to perform certain task
 Self-concept and values
 Person’s attitude, values or self-image.
 Traits
 Physical characteristics and consistent responses to
certain situation
 Motives
 Emotions, desire, physiological needs
Categories:
 Threshold:
 Essential characteristics one needs to meet the
minimum required level in job
 Knowledge
 skill
 Differentiating:
 Refers to factors that differentiate superior from
average performers
 Motives
 Traits
 Self-concept
Some insights about NVQs
 NVQ: National vocational Qualifications
 Based on following aspects of job:
 Complexity
 self-sufficiency
 Responsibility
 Awarded at 5 levels
Two more terms
 Core competency:
 Organization level
 Customer value
 Competencies
 extendability
 Role competency:
 Contribution to team
 Managing people
 Managing resources
 Managing activity
 Managing information
Levels of competency
 Three levels:
 Organizational level
 Positional level
 Individual level
 Functional
 Behavioral
Competency models:
 Universal model approach
 One-size-fits-all
 One set of competencies applicable to all jobs

 Multiple model approach

 Depending on jobs and levels
 Job family based
 Organizational level based
Sources & dimensions of model
 Data collection methods -sources:
 Resource panels
 Behavioral event interviews
 Generic competency dictionaries
 Dimensions:
 Level of competencies
 Types of competencies
Process:
 Chose measure of performance and collect data
on current performance
 Use appropriate source of data collection based
on desired dimensions of competency
 Analyze

 Validate with line managers.

 Test

 Design
Boyatzis model

Job’s
Individual demand
competen
cy Effectiv
e
specific
actions
or plans

Organization
environment
Competency matrix
Competency Level

Sr. Manager Executive Supervisor

manager

Achievement 5 4 3 3
orientation

Relationship 5 4 3 3
building

Conceptual 5 4 3 3
thinking
 s t a ff
J u n io r
M id d le

A s s is t a n t
m anagem ent
m anagem ent

E n g in e e r

E x e c u t ive
T e c h n ic a l

S u p e rvis o r

A s s is t a n t s
TS 16949

N o n t e c h n ic a l
FMEA/ PPAP/APQP
ISO 14001
QC Story/ 7 QC Tools
Advanced Stastical techniques
Deep analysis/ DOE
Daily work management

N o t n e c e s s a ry
Personality Development
Interpersonal Skills

C o n c e p t u a l K n o w le d g e
Coaching and Developing
Organising and planning
model - sample

Communication
Goal Setting
Budgeting and costing

A w a re n e s s
Testing hypothesis
Measurement skills
PU Robot teaching
CNC Pipe bending

A p p lic a t io n k o w le d g e
Mould development system
Chemical Behavior
Quality Circles
Computer application
GD&T
Competency based education
Sno.

9 A nil V erm a
4 A s hok S oni

6 S harad Jain
5 Y ogesName
2 B arnik Datta

7 V S Chauhan
8 Dines h K um ar

10 G hans hy am P andey
1 Deok ant P andey Q .A

P .E .
HRD
h M is hra S tores
identified

M aintenanc eJM 2
M aintenanc eJM 2
A c c ounts JM 2
JM 2
JM 2
JM 2
P urc has e JM 2
3 Hanum an S ingh P roduc tion JM 2
P roduc tion JM 3
JM 3
TS 16949

Deptt.
Training need

Training given
FMEA/ PPAP/APQP
ISO 14001
QC Story/ 7 QC Tools
Advanced Stastical techniques

Level
Deep analysis/ DOE
Daily work management
Personality Development
An Example:

Interpersonal Skills
Coaching and Developing
Organising and planning
Communication
Goal Setting
Budgeting and costing
Testing hypothesis
Measurement skills
PU Robot teaching
CNC Pipe bending
Mould development system
Chemical Behavior
Quality Circles
Computer application
GD&T
Alignment with HR
nd

Pe ana
t a

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Competen
cy Model
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in pme

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