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Competency Mapping

This document describes a competency mapping study conducted for three positions at a hospitality organization: Guest Relations Executive (GRE), Guest Service Associate (GSA), and Butler. The study involved sampling employees from each position and using tools like job descriptions, interviews, surveys and observations to identify the key competencies required for each role. Competencies were categorized as technical, managerial or behavioral. The objectives of competency mapping are identified as gap analysis, role clarity, succession planning, growth plans, restructuring and inventorying competencies. Mapping follows a process of understanding organizational vision/mission and gathering input from high performers on required skills. Findings were represented graphically on a competency mapping grid.

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Jijo Abraham
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214 views25 pages

Competency Mapping

This document describes a competency mapping study conducted for three positions at a hospitality organization: Guest Relations Executive (GRE), Guest Service Associate (GSA), and Butler. The study involved sampling employees from each position and using tools like job descriptions, interviews, surveys and observations to identify the key competencies required for each role. Competencies were categorized as technical, managerial or behavioral. The objectives of competency mapping are identified as gap analysis, role clarity, succession planning, growth plans, restructuring and inventorying competencies. Mapping follows a process of understanding organizational vision/mission and gathering input from high performers on required skills. Findings were represented graphically on a competency mapping grid.

Uploaded by

Jijo Abraham
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Identifying key Behavioral

parameters through
Competency Mapping

The study/research is done on three


positions which have extensive reach in
guest interactions and relations.
GRE (Welcome diva)
GSA
Butler

Sampling
The total population of the positions
respectively :
GRE ( 13)
GSA (25)
Butler (32)

Sampling procedure..
The sample of a reasonable size was
selected from all the three positions in
order to get the maximum representation
and make the study authentic and free
from any biases.

What is Competency ?

Competency is a cluster of related knowledge,


attitudes, skills and other personal
characteristics.

Competency

Affects a major part of ones job

Correlates with performance on the


job

Can be measured against wellaccepted standards

Can be improved via training and


development

Competency analysis

Competence gap analysis is also known as


Skills gap analysis. it helps in identifying
what are the skills required to the job per
position using the job description, PAQs and
other tools.
And then Identify what are the skills owned by
the employee
After this we measure the Gap between the
existing skills in the employee and what is
required by the job

Objectives of Competency Mapping/Analysis


Competency mapping serves a number of purposes. It is done
for the following functions:

Gap Analysis
Role Clarity
Succession Planning
Growth Plans
Restructuring
Inventory of competencies for future planning

Categories of Competencies
Competencies in organizations tend to fall into two broad categories:

Personal

Functioning Competencies

Functional/Technical

Competencies

Personal Functioning Competencies

These competencies include broad


success factors not tied to a specific
work function or industry which often
focusing on leadership or emotional
intelligence behaviors.

Functional/Technical Competencies

These competencies include specific


success factors within a given work function
or industry

Mapping process

In order to arrive at the effective and efficient


mapping we need to follow certain important steps:
First stage of mapping requires understanding the
vision and mission of the organization.
Second stage requires understanding from the
superior performers the behavioral as well as the
functional aspects required to perform job
effectively.

First stage

In our case through extensive literature


review and multiple interactions and
discussions with Head of the department
we tried to understand and imbibe the
vision and mission of the organization.

Second stage

This stage requires an in-depth knowledge


and understanding of the positions and their
role and importance towards fulfillment of
the organizations objective and mission.

Tools /methodology used .

Focus Groups
Structured Interviews
Behavioral Event Interviews
Surveys / Position Analysis Questionnaire
Observations
Job Description
Work Logs

In our case
We conducted :
Job Description review
Focus Groups interviews
Behavioral Event Interviews
Surveys / Position Analysis
Questionnaire
Observations

PAQ ( Position Analysis Questionnaire )

Findings and graphical


representation
During the study various competencies and
skills were identified and it was revealed
that some common and very crucial
aspects of the jobs require these
competencies at different levels respective
to their roles.

Findings and graphical


representation
The competencies /skills were analyzed
under three categories:
Technical
Managerial
Behavioral

Competency Mapping Grid

Thank You

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