Competancy Mapping
Name of the program: Certified Performance and Competency Developer
Project: Process Lead
Project Work
Original work done by: Mr. Veena Kaverappa
Reference Number:
2800708035
Prepared by Bhanu Latha On behalf of Middle Earth Consultants Pvt. Ltd.
Title of the role: Competency Mapping for Process Lead
1. WHAT IS COMPETENCY
“Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an organizational area.”
• Competencies refer to skills or knowledge that leads to superior performance. These are formed through an individual/organization’s knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and functional levels. • Competencies are individual abilities or characteristics that are key to effectiveness in work. •
•
• Once the job requirements have been clarified (and competencies provide a framework for doing this), then competency interviewing helps interviewers look for evidence of those requirements in each candidate. For people already in jobs, competencies provide a way to help identify opportunities for growth within their jobs. • Competencies are not "fixed"–they can usually be developed with effort and support (though some are harder to develop than others). Employees and their managers together can identify which competencies would be most helpful to work on to improve the employee’s effectiveness. They can then integrate that into a learning plan that may include on-the-job experience, classroom training, or other
Project: Process Lead
Project Work
Original work done by: Mr. Veena Kaverappa
Reference Number:
2800708035
Prepared by Bhanu Latha On behalf of Middle Earth Consultants Pvt. Ltd.
Title of the role: Competency Mapping for Process Lead
1. WHAT IS COMPETENCY
“Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an organizational area.”
• Competencies refer to skills or knowledge that leads to superior performance. These are formed through an individual/organization’s knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and functional levels. • Competencies are individual abilities or characteristics that are key to effectiveness in work. •
•
• Once the job requirements have been clarified (and competencies provide a framework for doing this), then competency interviewing helps interviewers look for evidence of those requirements in each candidate. For people already in jobs, competencies provide a way to help identify opportunities for growth within their jobs. • Competencies are not "fixed"–they can usually be developed with effort and support (though some are harder to develop than others). Employees and their managers together can identify which competencies would be most helpful to work on to improve the employee’s effectiveness. They can then integrate that into a learning plan that may include on-the-job experience, classroom training, or other