Competency mapping in an organization

Type :

Theses

Pages :

43 pages

Format :

.doc

Published date :

05/13/2009

Category :

Business & market

Sub category :

Human resources

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Summary :

Introduction
Meaning and definition of competency
Behavior indicators and key indicators
Categories of competencies
Meaning and concept of competency mapping
Competency models
Uses of competency mapping
Role of competency in identifying training needs and succession planning
History of competencies and compentency approaches
A study on MMTC
Competency and job analysis in MMTC
Competency steps in MMTC
Understanding the concepts in MMTC
Research and data collection of competency assessments
Conclusion
Bibliography

Abstract

Today organizations are all talking in terms of competence. Gone are the days when people used to talk in terms of skill sets, which would make their organizations competitive. There has been a shift in the focus of the organizations. Now they believe in excelling and not competing. It is better to build a core competency that will see them through crisis. And what other way than to develop the people, for human resource is the most valuable resource any organization has.

Organizations of the future will have to rely more on their competent employees than any other resource. It is a major factor that determines the success of an organization. Competencies are the inner tools for motivating employees, directing systems and processes and guiding the business towards common goals that allow the organizations to increase its value. Competencies provide a common language and method that can integrate all the major HR functions and services like Recruitment, Training, performance management, Remuneration, Performance appraisal, Career and succession planning and integrated Human resource management system.

Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combination's of knowledge, skills, and attributes (more historically called "KSA's") that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual's behavior.