Page 48 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Unit 4: Competency Mapping

Group Exercises Notes

For potential assessment, the following group exercises are conducted:
1. Assigned Role Exercises: Used to assess negotiating skills, decision making skills, and risk
taking skills;
2. Unassigned Role Exercises: Used to assess ability to handle uncertainty, change orientation,
ethical behavior and global orientation; and
3. Team Exercises: Used to assess ability to work in a team and solve problems effi ciently.

Individual Exercises

For potential assessment, the following individual exercises are conducted:
1. In-Basket Exercises: Used to assess ability to plan, organize, decide, manage and
delegate;
2. Learning skill Inventory/Psychometric Inventories: Used to assess ability to learn, leverage
knowledge and indicate behavioral patterns; and
3. Interpersonal Effectiveness Module: Used to assess interpersonal effectiveness,
excommunication skills, patience and interpersonal skills.
Inputs for analysis of an individual’s potential and behavioral patterns are also collected through
multilateral feedback (self, peer, subordinate, customer and superior assessment), behavioral
event interviews, career aspiration interview, career history, etc. In order to minimize assessors’
bias and ensure objectivity and uniformity multiple trained assessors for each competencies
assessment are used.
The competencies gaps can be found out by comparing the desired competency (profi ciency)
levels and displayed competency levels as indicated in the Figure 4.1.
Based on the above exercises, feedback details for individuals on their strengths and developmental
areas are prepared.

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Caution Positive gaps between desired and displayed competencies indicate areas of
improvement; negative gaps indicate strengths.
Each gap area needs to be analyzed and prioritized into major and minor gaps. These gaps
are to be addressed at the individual, departmental and organizational levels by agreeing on
milestones for each individual in terms of projects, job rotations, transfer, training and job
enrichment. Setting up a Development Monitoring Cell in HR would help in creating a project
plan with deadlines and escalation possibilities with a feedback system for feedback from bosses
and individuals. Average assessment results are used to identify strengths and gaps in an
organization’s capabilities.

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