Test on Competency Mapping (Attitude ): Name of Employee: Department

Test on Competency Mapping (Attitude): Name of Employee: Department: Please mark as M – MOST (or) L- LEAST WHEN YOU TARGET FOR GOOD RESULTS IN YOUR JOB.

1. M / L 8. M / L 15. M / L 22. M / L enthusiatic poised attractive impulsive daring observant introspective introverted diplomatic modest stubborn forceful satisfied impatient predictable easy-going 2. 9. 16. 23. cautious tactful logical goodmixer determined agreeable bold refined convincing magnetic loyal vigorous good-natured insistent charming lenient 3. 10. 17. 24. friendly brave sociable captivating accurate inspiring patient contented outspoken submissive self-reliant demanding calm timid soft-spoken compliant 4. 11. 18. 25. talkative reserved willing argumentative controlled obliging eager systematic conventional strong-willed thorough cooperative decisive cheerful high-spirited light-hearted 5. 12. 19. 26. advanturous stimulating aggressive jovial insightful kind extroverted precise out-going perceptive amiable direct moderate independent fearful even-tempered 6. 13. 20. 27. gentle competitive confident restless persuasive considerate sympathetic neighborly humble joyful impartial appealing original private assertive careful 7. 14. 21. 28. expressive fussy well-disciplined respectful conscientious obedient generous pioneering dominant firm animated optimistic responsive playful persistent helpful Mapping: At the end of the marking, total all M’s and L’s(let it be done by HR Professionals): Study the Traits against M’s and L’s and derive a Attitude Formula for the concerned employee. Analyze the contradictions and if need be discuss with the employee concerned. Group the M’s and L’s. For example, daring and dominant, generous and helpful, confident and assertive, like that. See that the answers should not contradict. COMPTENCY MAPPING (A SIMPLE FORMAT)

Just we have given a simple Competency Format for you to design your own Competency Mapping Format. For initial implementation, kindly design a very simple format so that from the experience, you will get a full-fledged and effective format in course of time. Before you introduce to all employees, for successive implementation, kindly take a sample target group first and test your CM Format from this small group. If it is successful, then you implement it step by step to all concerned. Just remember, Competency Mapping is an extension of your Performance Appraisal which is already there in your organization. PA gives just the past performance and can be used as TNI tool whereas CM gives both past performance and shortfall in standards in comparison to Performance standards of Star Performers. CM also will help in Man-power Planning and Group Formation. Also it helps in bringing out the hidden talents of an individual.

Simple Form: Name of the Employee: Designation: Grade: Department: (you can add more columns re. Particulars of the employees as required by the Company) Standards Set Standards achieved Diff. By the Star Performer by the target person in (or) ideal value set Std. (Prefer Numerical Value and define the Value each) Job Knowledge - Educational Qual. - Training - Learning - Sharing Communication - Thro Experience - Up-dating Knowledge(thro which sources)

Job Skills (pertaining to Job Performance only) -Stress Control -Communication -Planning -Time Planning -Material Planning -Man-power Planning & Man-hours Planning -Control of Wastage/re-Work/Scrap -Housekeeping -Analytical Skill -Data Utilisation & Presentation Skills Attitudinal Skills (Pertaining to Job Performance only) -Personal Cleanliness and Hygiene Practices -Mannerism -Punctuality -Team Work ….2

-Taking Responsibility -follow-up work schedules -Practises Corporate culture -Maintaining Confidentiality (you can add no.of micro level attitudinal skills according to your job requirement ).

Result:

Compare the Competency Assessment (Present Level) with the Competency Level of the Star Performers of the organization. In case you find any difficulty in identifying the performance standards of star performers, then you can create an ideal Star Performance Standards of the particular group.

The difference between the Star Performance Standards and Competency Assessment ratings can be used for the following:

a) Training Need Identification b) Man-power Planning c) Retention d) Career Planning and Succession Planning e) Build up strong Group Cohesiveness f) Un-biased Comparison g) Strong Motivational tool