COMPETENCY MAPPING:

It is not nothing but another form Job Description Manual. If you enrich the job description details, then you will get Job Enrichment Manual. If you implement it property and evaluate and map the competency of a person with expected level of Attitudes and Job Performance parameters.

Different Functions have different job details and different levels of Attitude expectations.

For Corporate Culture Practices, weightage is more at higher level. Attendance and Punctuality weightage is more in down-level. Weightage of Housekeeping is more in Production and Engg. Departments than EDP and Personnel Departments. Safety Awareness is more in Technical Departments than non-technical Departments. Sharing of Communication, the weightage is more in middle level than the lower level.

Stress Level more in Project-oriented and target-fixed Personnel than the Service Departments such as Accounts, HRD, etc.

FIRST YOU TRY TO DRAW COMPETENCY MODEL FOR DEPARTMENTS/ SECTIONS AND THEN TO THE DEALING PERSONNELS GROUP-WISE AS WELL AS INDIVIDUAL-WISE.

Competency Models can be drawn in Graph and Charts. This you keep as a Model for your future Man-power Planning and Recruitment.

Competency data are available from the Job Performance of Star Performers of the Organisation. Take their data available from their job and Attitude and Plot it. This a Competency Model for you or Bench-Mark or Standard.

Again success of implementing Competency Mapping depend upon the EFFECTIVENESS AND INNOVATIVE SKILLS OF HR MANAGERS.

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