C O M P E T E N C Y M A P P I N G

W W W. T A S O L U T I O N S. I N/ H R

A Presentation

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C O M P E T E N CY

A competency is defined as a behavior (i.e. communication, leadership) rather

than a skill or ability

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CO M P E TE N CY MA PP I NG

Competency Mapping is a process of identifying key competencies for an organization and/or a job and

incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. A competency is defined as a behavior (i.e.

communication, leadership) rather than a skill orability.

M E T H O D S I N V O L V E D

The methods involved in Competency

Mapping are discussed in the following

slides:

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M E T H O D S O F C O M P E T E N C Y M A P P I N G

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1. ASSESSMENT CENTREAssessment Centre is a mechanism to identify the potential for growth. It is a procedure that uses a variety of techniques to evaluate employees for manpower purpose and decisions. It includes-*Group Discussion*Interview Simulation*Case Study

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2. CRITICAL INCIDENTS TECHNIQUEa set of procedures for systematically identifying behaviours that contribute to success or failure of individuals or organisations in specific situations.

The objective of immediately recording the critical incidents is to improve the supervisor’s ability as an

observer and also to reduce the common tendency to rely on recall and hence attendant distortions in the incidents.

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3. INTERVIEW TECHNIQUES COMPETENCY MAPPING

Almost every organisation uses an interview in some shape or form, as part of competency mapping.

The interview consists of interaction between interviewer and applicant. If handled properly, it can be a powerful technique

in achieving accurate information and getting access to material otherwise unavailable. If the interview is not handled

carefully, it can be a source of bias, restricting or distorting the flow of communication.

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4. QUESTIONNAIREQuestionnaires are written lists of questions that users fill out questionnaire and return. You begin by formulating questions about your product based on the type of information you want to know. The questionnaire sources below provide more information on designing effective questions.

This technique can be used at any stage of development, depending on the questions that are asked in the questionnaire. Often, questionnaires are used after products are

shipped to assess customer satisfaction with the product. Such questionnaires often identify usability issues that should have been caught

in-house before the product was released to the market.

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5. PSYCHOMETRIC TESTSMany organizations use some form of psychometric assessment as a part of their selection process. For some people this is a prospect about which there is a natural and understandable wariness of the unknown.

A psychometric test is a standardised objective measure of a sample of

behaviour. It is standardised because the procedure of administering the test, the environment in which the test is taken,

and the method of calculating individual scores are uniformly applied. Most of

these tests are time bound and have a correct answer. A person’s score is

calculated on the basis of correctanswers.

T H A N K Y O U !

W W W. T A S O L U T I O N S. I N/ H R

T & A SolutionsYour recruitment specialist