Exeqserve Competency Mapping Framework 3h1s1s

By Edwin Ebreo ExeQserve.com

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ExeQserve is an HR Consulting Company based in the Philippines. We offer solutions in recruitment, training and general HR management. Please visit our website at http://www.exeQserve.com. You may also call us at (632)8933199 or email us at [email protected]

Having a competency based HR system helps integrate all HR initiatives with the organization’s strategic direction. By mapping the employees competencies, HR is able to devise a mechanism for aligning recruitment, training, performance management, career and succession planning, etc. By establishing a clear line of sight between organizational direction and employee competencies, HR initiatives directed at enhancing these competencies clearly places HR as a strategic partner to the rest of the organization. We at exeQserve can help you facilitate a cost effective competency mapping for your organization and come up with HR initiatives that maximize the use of your competency model.

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To develop your company’s Competency map; Enable managers to participate in the development and management of competencybased systems Use the competency map in relevant HR initiatives

Org Direction

Vision & Mission Core capabilities

Core Strategies

Business Strategies

Stakeholder requirements

Competency Mapping

HR Subsystems

Core Competencies

Culture Building Training & Dev't

Leadership & Management Competencies

Market realities Key Measures

Functional Competencies

Leadership and Management Development

Performance Management

Strategic Operational

Core Competencies Managerial Competencies Functional Competencies

Tactical

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Part 1: Understanding Competency  Introduction of the concept ▪ Origin ▪ Uses

 Components of competency  Competency Model Development

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Part 2: Scoping    

Context & Scope Expected outcome Future orientation Types of competencies to be used

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Connecting Company core strategies with core competencies Identifying core employee competencies Identifying Managerial Competencies

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FGD on Job-relevant Competencies  Identify primary responsibilities  List down critical behaviors, knowledge

and personal attributes for each task  Use aforementioned information to provide indication of competencies  Categorization of competencies ▪ Managerial ▪ Technical ▪ Personal

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Use behavioral Event interview  Identify critical incidents where stated competencies

were applied  Describe critical behaviors that effectively applied the said competencies  List down critical behaviors as behavioral attributes that describe competencies 

Review and finalize output  BEI took care of past behaviors, how about future

behaviors? What should be added?  Make Individual Competency Profiles per position

Activity

Time frame

Output

Intro to Competency Mapping

1 day

Awareness of Competency-based HR Concept Finalized Scope

Identifying Competency 1 to 2 weeks Components

Core Competencies Managerial Competencies

Developing Competency Matrix/Catalogue

2 – 3 weeks

Job-relevant competencies Competency Matrix

Developing Competency Profiles

4-5 weeks

Individual Competency Profiles per positions

Gap Analysis

HRD

Competency map