Competency Mapping Framework 272v62

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COMPETENCY MAPPING Framework

MACRO VIEW OF COMPETENCY MANAGEMENT STRATEGIC FRAMEWORK

Organizational Strategy Vision, Mission, Values, Strategic, Intent, Corporate Governance, Corporate Social Responsibility & Ethics

Business Strategy Business Plan & Goals, Culture People, Technology

Teamwork Strategy Leadership, Communication Conflict Management, Interpersonal Skills, Project Orientation, Self Managed Teams (SMT)

Role Strategy Ability, Autonomy, Multiskilling, Task identity, Performance Evaluation & rewards and performance development

COMPETENCY FRAMEWORK

COMPETENCY MODELING FRAMEWORK

Core Competencies (Organizational wide)

Stakeholder Interest

Business Competencies (SBU specific)

Achieving Business Targets

Team Competencies (Project driven)

Role Competencies (Role wise)

Market Positioning

Employee Satisfaction

Profit Center Orientations Team Development & Synergy

Performance Accomplishment Individual Development

PROGRAM DESIGN AND IMPLEMENTATION : THE MODEL

COMPETENCY IDENTIFICATION COMPETENCY FRAMEWORK

1.

Identification process (4 steps)

1.

Core competencies (Organization wide

2.

Consolidation of checklist

3.

Rank Order and finalization

2.

Business competencies (SBU specific)

4.

Validation and Benchmark

3.

Team Competencies (project driven)

4.

Role competencies (Role wise)

COMPETENCY MAPPING 1.

Strategy-Structure Congruence

2.

Structure Role Congruence

3.

Vertical & horizontal Role linkages

4.

Positioning to bring in competitive advantage

COMPETENCY ASSESSMENT 1.

Psycho-metric tool

2.

360 Degree approach

COMPETENCY DEVELOPMENT 1.

Maturity framework & matrix

2.

Areas of improvement

3.

Action Plan

INTEGRATION OF HR FUNCTION 1.

PMS

5. R&S

2.

& CD

6. RS

3.

SP & SD

4.

T&D

COMPTENCY DEVELOPMENT Role

Identified competencies

Assessment result

Areas of improvement

Action plan

COMPETENCY MAPPING  

Strategy structure congruence Structure Role congruence   

   

Each role to be unique Non-Repetitive Value adding

Vertical and horizontal role congruence Ensure non repetitive tasks in two different roles Ensure core competencies for each task Link all the above and position to bring in competitive advantage

DELIVERABLES 1. 2. 3. 4. 5. 6. 7.

Role Directory Competency profiles Competency Map Competency based HR systems t Recommendations: Rationalization of structure and manpower Institutionalization of interventions Organization Diagnosis Report

INTEGRATION OF HR SYSTEMS (Competency based HR practices

Performance Management System Reward System

Career Plan & Career Development Competency requirement Competency availability Competency acquisition/ Development

Recruitment & Selections

Training /development Plans & Programmes

Succession plans & Succession Development