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Competency Mapping & Skill Inventory

The document discusses skill inventory and mapping processes. It describes identifying the skills required for roles through job analysis and the skills available in employees. It then details mapping the required and available skills to identify any gaps at each skill level. Individual development plans can then be created to address gaps through training. The key steps are analyzing job and skill requirements, listing employee skills, mapping and comparing requirements to availability, and identifying training needs.
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0% found this document useful (0 votes)
204 views21 pages

Competency Mapping & Skill Inventory

The document discusses skill inventory and mapping processes. It describes identifying the skills required for roles through job analysis and the skills available in employees. It then details mapping the required and available skills to identify any gaps at each skill level. Individual development plans can then be created to address gaps through training. The key steps are analyzing job and skill requirements, listing employee skills, mapping and comparing requirements to availability, and identifying training needs.
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
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SKILL INVENTORY

Skill Inventory

Stock of skill sets available in the


organisation to smoothly and successfully
execute current and future business
responsibilities
Skill Inventory
Main indicators
• Technical Skill Level
• Behaviouaral Skill Level
• Organisational Skill

Additional Indicators
• Qualification
• Experience in the area (No. of years)
• No. of projects executed/involved in
• No of teams worked for
WHAT IT MEANS …TO OTHERS

• Qualification Index – IT Industry

• Skill Index – Engineering Manufacturing Industry

• PhD Index – Pharma Industry

• Patent Index – Product Development Industry


Skill Inventory

• Qualification Index – IT Industry


• PhD Index – Pharma Industry
• Trade index – Mnufacturing industry
• Knowledge Index – BPO/ITES industry

… but are superficial indices


Skill Mapping
Skill Mapping is a process to identify key competencies/skills
and its levels for a job/role/work and matching the same with the
role holder to find out how well he can do the job using them

Skill
According to Boyatzis(1982): “A capacity that exists in a
person that leads to behaviour that meets the job demands within
parameters of organizational environment, and that, in turn
brings about desired results”
PROCESS FLOW
SKILL REQUIREMENT SKILL AVAILABILITY
Job Analysis List Staff

Identify Skill Required for the Job Identify Skill available with Staff

Identify Skill level Required Identify Skill level available

Map
Required Skill (for the projects) & Available Skill (of the Staff)

Identify the Gap at the Skill & level

IDP / Prepare Training schedule /Calendar


SKILL REQUIREMENT ANALYSIS
Job Analysis
(Collecting Data from Role Holders & Standadise)

Job Description
(Prepare a JD with Roles/Responsibilities)

List Skills Reqd


(Technical, Behavioral & Organisational Competencies)

List Skill Levels Required


(Technical, Behavioral & Organisational Competencies)
Skill Frame Work
Technical Beharioural Organisational
• Production Management • Communication • TPM
• Project Management • Analytical • ISO/TS
• Customer Service • Decision Making • TBEM
• Construction • Adaptability • CMM
• Purchase • Assertive • PCMM
• Design • Perseverance ( continues)
• Engineering • Interpersonal Relation
• Design Tools • Team Building
• Software Tools • Initiative

( continues) ( continues)
Levels
Technical /Organisational Skill:

Level 1: Has academic/ Theoretical Understanding

Level 2: Can perform under guidance

Level 3: Can perform Independently

Level 4: Can perform Independently , Supervise and Troubleshoot

Level 5: Can train, guide and lead others

Existence & Level of the Skill can be assessed by written tests, online
test, aptitude test, mock practical tests, interviews and by deployment
in special projects and assignments
Levels
Behavioural Skill:

• Levels can be based on response to increasing complexity of the


situations
• E.g. for Communication : 1- Listens Carefully & collects info ; 2- Fosters
2way communication ; 3- Adapts Communication ; 4- Communicates
complex messages ; 5- Communicates strategically
• Levels may vary for various competencies; may be negative too
• Behavioural Skill Level Indicator Dictionary to be prepared to ensure
commonality & standardisation

Existence & Level of the Skill can be assessed by observation,


psychometric tests, Behaviour Even Interviews, Critical situation tests,
Role Plays, Intray, Group discussions , Case studies etc
MAPPING
• List down Roles/Jobs for which Skill Mapping to be done (it can be
preferably in Groups: JM/MM/SM/TM)
• List down the three types of Competencies Required for the job
along with the Levels
• Separately evaluate availability of the Skill and level in the
individual through various methods as indicated.
• Check for the gaps in the individual’s Skill availability
• Based on the level of the “Gap” individual development
programmes can be organised
Execution

Role: Package Manager


     

Technical Competencies Level Reqd


Formation 4/5
Drain 3/5
ERS 3/5
   

Behavioual Competencies Level Reqd


Planning 4/6
Team Building 4/5
Communication Skill 3/8
   

Organisational Competencies Level Reqd


ISO 3/5
SAFETY 2/5
Execution

Role: Mr. ….
     

Technical Competencies Availability


Formation 3/5
Drain 4/5
ERS 2/5
Bridges   4/5

Behavioual Competencies Availability


Planning 4/6
Team Building 2/5
Communication Skill 4/8
 Negotiation Skills   6/7

Organisational Competencies Availability


ISO 1/5
SAFETY 4/5
Execution

Role: Package Manager


     

Technical Competencies Level Reqd Availability


Formation 4/5 3/5
Drain 3/5 4/5
ERS 3/5 2/5
     

Behavioual Competencies Level Reqd Availability


Planning 4/6 4/6
Team Building 4/5 2/5
Communication Skill 3/8 4/8
     

Organisational Competencies Level Reqd Availability


ISO 3/5 1/5
SAFETY 2/5 4/5
Benefits
• Which Project to Bid
• Whether to recruit
• Whether to train
• Whether to transfer

• Recruitment
• Placement
• Training
• Succession/Career Planning
• Compensation Management
• Potential Appraisal
INVENTORY
Division TIIC
DISCIPLINE CIVIL
(Multiple
Functional Area Items) <- To select From this dropdown

Grade wise
Specialisation & Its Level Number        

Engineer Sr.Engr Manager Sr. Manager Grand Total


Formation 1       1
Level 3 1       1
ERS 4 1   1 6
Level 3 1 1     2
Level 5       1 1
Level NA 3       3
BRIDGEs     1   1
Level NA     1   1
PQC   1     1
Level 4   1     1
SLEEPER Production     1   1
Level 5     1   1
TRACK ALIGNMENT   1     1
Level 4   1     1
STATION BUILDING 5       5
Level 3 1       1
Level 4 3       3
Level 5 1       1
STAFF QUARTERS 1       1
Level NA 1       1
UTILITIES SHIFTING   1     1
Level 4   1     1
Grand Total 11 4 2 1 18
SKILL REQUIRED FOR THE JOB

SKILL AVAILABLE WITH STAFF


To Remember

• Evaluation should be accurate


• Beware of other influencing factors
• Have an index to track the skill inventory
THANKS

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