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Pretty Bhalla, Lovely Professional University                                 Unit 4: Competency Mapping



                             Unit 4: Competency Mapping                                         Notes


             CONTENTS

             Objectives
             Introduction
             4.1   Building Competency Models

             4.2  Profiling Competency Framework for a Particular Role
             4.3   Potential Assessment Centre for Competency Mapping

             4.4   Methods of Competency Mapping
             4.5  Summary
             4.6  Keywords
             4.7  Self Assessment

             4.8  Review Questions
             4.9  Further Readings

          Objectives

          After studying this unit, you will be able to:

               Define competency mapping
               State the methods of competency mapping

          Introduction


          Competency Mapping begins with 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. With a competency based job description, the second
          step involves mapping those competencies throughout the organization’s human resources
          processes. The competencies of the respective job description also become factors for assessment
          on performance evaluation. Using competencies helps in more objective evaluations based on
          displayed or not displayed behaviors. Taking competency mapping one step further, the results
          of performance evaluation can be used to identify in what competencies individuals need
          additional development or training.

          4.1 Building Competency Models


          There are three ways in which competencies models may be developed:
          1.   Behavioral Indicators: Behavioral indicators describe the behaviors, thought patterns,
               abilities and traits that contribute to superior performance.
          2.   Evaluative Competency Levels: Exceptional competencies of high performers are set as
               standards for evaluating competency levels of employees.
          3.   Competencies Describing Job Requirements: This approach is useful for organizations
               having multiple competency models. Competencies required in a particular job are

               described. Job specific competency models help in structuring focused appraisal and
               compensation decisions.



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