logging in or signing up Competency Mapping aSGuest18192 Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Copy Does not support media & animations WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 5774 Category: Business & Fin.. License: All Rights Reserved Like it (2) Dislike it (1) Added: May 08, 2009 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: Bolaji (43 month(s) ago) Hi, will be most greatful if you can mail the presentation to me. Looks really good. Thanks in anticipation Saving..... Post Reply Close Saving..... Edit Comment Close By: jyotijain (43 month(s) ago) please send methis ppt on my email id.....its email@example.com......its really very good and useful for me...thanks Saving..... Post Reply Close Saving..... Edit Comment Close By: mariz_bee (44 month(s) ago) You have demystified an elusive concept. May I request for a copy of the ppt slides? Saving..... Post Reply Close Saving..... Edit Comment Close By: sangeetharashika (47 month(s) ago) can you please mail me the ppt to my mail id? Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: Competency Mapping, Techniques & Models. Slide 2: It is about identifying preferred behaviours and personal skills which distinguish excellent and outstanding performance from the average.A Competency is the ingredients (skills, knowledge, attributes and behaviours) that contribute to excellence. What is Competency Mapping? Slide 3: The use of Competencies can include: assessment during recruitment, assessment during further development; as a profile during assessment to guide future development needs; succession planning and promotion; organisational development analysis. Techniques used to map Competencies include Critical Incident Analysis and Repertory Grid. When should Competencies be used? Slide 4: Respondents are asked to relate specific incidents, which highlighted exemplary behaviours in critical situations. This is based on the assumption that the best and the worst of a person surfaces in a crisis. What is Critical incident technique? What is Repertory Grid Analysis? : What is Repertory Grid Analysis? identify important attributes for each attributes, establish a bipolar scale with differentiable characteristics and their opposites Example: Assisting in selecting a computer language : Example: Assisting in selecting a computer language Attributes Availability Easy of Programming Training Time Orientation Traits high, low, symbolic, numeric Slide 8: Business Applications of Repertory Grid Market Research Quality Control Job Analysis and Design Decision Making Slide 9: Competency models “Organizational” Approaches Models “HR Systems” Approaches Models “Team” Approaches Models Individualistic Models Slide 10: “Organizational” Approaches Elliot Jaques provides a normative model of effective hierarchical organizations with an emphasis on competencies. The elements include the present and potential competencies of individuals along the dimensions of cognitive capacity, valuing the work, and non-disruptive personality. Peter Senge’s approach to a whole organization competency model is captured in his notion of the "learning organization." Its essential characteristics include nurturing the growth of new capabilities, transformational learning for survival, learning through performance and practice, and the inseparability of process and content. Slide 11: “HR Systems” Approaches Dubois focuses on the whole human resources system, but emphasizes competency improvements through training and development strategies and programming: the contingencies are driven by organizational strategy but outcomes are focused on individual employees’ competency enhancement. Charles Snow’s contingency model links organizational performance to HRM and competency. Strategies depend on extent to which cause-effect relations affecting organizational performance are known and degree of formalized standards of desirable performance. Slide 12: “Team” Approaches Campion’s model, which applies to professional work, suggests that teams composed of individuals with complementary competencies are more effective and have higher levels of job satisfaction than teams whose members have the same competency sets. This is especially true for work that is complex and varied in scope. Slide 13: Individualistic Models Traditional Person-Job Match Model This model assumes that employees have jobs with specific and identifiable tasks. Work is generally standardized and repetitive in an organizational hierarchy. Job performance is readily verifiable. This model works best with organizations defined by stable environments Strategy Based Model This model assumes that employees have roles defined by the organization’s strategic goals. Work is flexibly defined and often carried out in a flattened, decentralized or matrix structure. Role performance is only partially verifiable. This model functions most effectively in organizations in competitive, complex or highly stressed environments. Slide 14: Individualistic Models (contd) The Strategy Development Model This model assumes that employees with broad, strategic “attributes” will create their own roles which interact to produce the organization’s strategy. Work is constantly evolving within a network of organizational relationships. This model is described in terms of organizations in chaotic, unpredictable, or very rapidly changing environments. Intellectual Capital Model These models emphasize the linkages and dynamic interaction among human capital, structural capital, and customer (client) capital. These models stress the knowledge that resides in employees and strategies to use it and value it differently. Slide 15: Companies create and use the Competency models to specify the employee behaviors, knowledge, and motivations that they believe arenecessary to produce organizationally critical results. But if the model is not quite right, the organization will suffer. To determine the right model it is essential to look at actual data -- assessments of employees‘ competencies and of the results they achieve. Slide 16: As a conclusion we can say that ,it is through the competencies of its employees executives, managers, and individual contributors -- that an organizationexecutes its strategy and achieves results that are crucial to its success. Slide 17: Thank You You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.