MBA- IV Semester

Competency Mapping & Development

Presented By: Pooja Agrawal

Research Scholar

What do we mean when we say “COMPETENCY” ?

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.

Competencies are seen mainly as inputs.

They consist of clusters of knowledge, attitudes and skills that affect an individual’s ability to perform.

Hayes (1979) – Competencies are generic knowledge

motive, trait, social role or a skill of a person linked to superior performance on the job.

Albanese (1989) Competencies are personal

characteristics that contribute to effective managerial performance.

UNIDO (2002)- A Competency is a set of skills, related

knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job.

Set of SKILLS

Relates to the ability to do,

Physical domain

AttributeRelates to qualitative

aspectspersonal

Characteristics or traits

KNOWLEDGERelates to information

Cognitive Domain

COMPETENCY

Outstanding Performance of

tasks or activities

Top Ten Competencies• Required for Supervisory positions are: Integrity, Effective

Written and Verbal Communication, Accountability, Flexibility, Financial Management, Strategically Thinking, Workforce Management, Decisiveness, Computer Literacy and Mentoring .

• Required for Managerial positions are: Integrity, Team Work, Accountability, Self-direction, Mentoring, Problem-solving, Workforce Management, Decisiveness, Flexibility, Verbal Communication.

• Required for Executive positions are: Technical Knowledge, Creative Thinking, Verbal Communication, Decisiveness, Mediating, Mentoring, Problem Solving, Perceptiveness, Self-direction, Flexibility, Influencing and Teamwork.

Traditional Job Analysis Vs Competency Approach

Job Analysis leads to – long lists of tasks and the

skills / knowledge required to perform each of those tasks.

– Data generation from subject matter experts; job incumbents.

– Effective Performance.

Competency model leads to

• A Distilled set of underlying personal characteristics.

• Data generation from outstanding performers in addition to subject matter experts and other job incumbents.

• Outstanding Performance.

Levels of Competency

1. Practical competency2. Foundational competency3. Reflexive competency4. Applied competency5. Administrative Competencies

• Management of time and priority setting• Goals and standards setting• Work planning and scheduling• Listening and organizing• Clarity of communication• Getting objective information• Training, mentoring and delegating• Evaluating employees and performance• Advising and disciplining• Problem identification and solution• Assessing risks and decision-making• Thinking clearly and analytically

Any ?????