COMPETENCY MAPPING / MODELING

Competency is a capacity of an individual that leads to the behavior, which meets the job demands within the parameters of the organizational environment and in turn brings about desired results. The competency mix comprises of Knowledge, Skills and Attitude.

Human Resources Management adds value when it helps individuals and organizations do better than their present level of performance. Both functional and behavioral Competencies have acquired major signifance in achieving exemplary job performance within an individual's roles, responsibilities and relationship in an organization and its internal and external environment. Competency Model is one around which the process of selection, placement, redeployment, development and separation can be knit.

The competency methods used at CGA focus on identifying those measurable and developable human characteristics that predict superior job performance and satisfaction - without race, age, gender, culture or credential bias. The competency approach is fairer, freer, and more effective.

WHY HAVE A COMPETENCY MODEL?

CGA also helps organizations link competencies to Compensation Management, Performance Management System, Training & Evaluation, Career Role Mapping and Succession Planning - to help people, firms and even societies be more productive in the challenging years ahead.

• It gives a complete insight to the competencies required at the level of:
  - Organization
  - Function
  - Role

• Serves as an objective model for evidence - based identification of competency gaps between the existing and the desired.

• Discriminates between "High Performers" and "Low Performers"

• Objectivises Career and Succession Planning

• Makes the Performance Management System more robust

COMPETENCY MODEL DEVELOPMENT AND ASSESSMENT

DELIVERABLES:

• Competency Model

• User - friendly Measurement Scale

• Recommended Measurement Methodology

• Suggest short-term and long-term measures to use the process productively

Apart from the above,the process assists in meeting the following Strategic objectives:

• Profile Ratings of each individual against bench marked behavioral and functional competencies.

• Ranking of individuals in order of 'Best fit'.

• Identification of latent skills on an objectivised scale for "post scenario".