Garima Sharma SNDT PhDThesis 2014 -...

APPENDICES

i

Appendix A: Questionnaire for Non HR Managers

Research Study

A study on Competency Mapping in Indian Organizations- Current Status, Extent of Usage, Identification of Critical Success Factors and roadblocks in its Implementation

Dear Respondent,

This is to submit that I am a Research scholar (associated with SNDT University) doing research on Competency mapping practices in Indian Organizations. The research aims at improving organizational effectiveness by way of using Competency based HRM

I solicit your time to help me in my research by filling in the questionnaire enclosed. Your free and frank opinion will go a long way in enabling the afore-mentioned research work. Most of the questions would involve ticking the responses given and ranking the statements according to your perception or experience. A few are open ended where you could write responses in your own words.

Needless to add your responses would be kept confidential and the responses would be analysed in aggregate only. Furthermore, the findings of the research will be shared with all the respondents.

Thanking you in anticipation,

Yours sincerely,

Garima Sharma

Contact No: 9833536798

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Questionnaire

Note: To be filled in by managers from Non HR area only

1. A) Please tick mark the appropriate Competency Mapping tools you are aware of

Competency Mapping Tools Aware

Yes/No

Industry Benchmark

Mock Centers

Assessment Centers

Development Centers

Expert Panels

BARS(Behavioural Anchored Rating Scale)

Threshold Scales

Repertory Grids

Forced Rank Order

Job Role Clarification

Checklists for Observations

Any other

Does your organization use competency mapping?

I) Yes II) No B) If yes, since when

a) Less than a year b) 1-2 years c) 3-5 years d) more than 5 years

C) If no, Please go to Section II (Page 8)

D) Please tick mark the appropriate Competency Mapping tools which are being used in your organization.

Competency Mapping Tools Usage

Yes/ No

Industry Benchmark

Mock Centers

Assessment Centers

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Competency Mapping Tools Usage

Yes/ No

Development Centers

Expert Panels

BARS

Threshold Scales

Repertory Grids

Forced Rank Order



Any other

I. Who does Competency Mapping in your organization? a) In house

i) dedicated team----- ii) included in HR managers KRAs---- iii) Operation/Line Managers ---iv) Any Other -------

b) Outsourced

Agency i) Independent consultant -----ii) Consultancy Firms -----iii) Institution ----iv) Any other

Basis i) Time bound---- ii) Project bound----iii) Retainer Basis---- iv) Any Other----------

Scope -what part of Competency Mapping is outsourced i)Development of Competency Mapping ii) Development of framework iii) Assessment of individual competencies iv) Any other

c) As a manager have you ever been part of a competency related exercise either as a subject or an assessor? If yes in what areas and how were you involved?

_____________________________________________________________________________________________________________________________________________________________________________________________________________

d) What is the degree of involvement of different levels in development and implementation of Competency Mapping in your organization?

Level Degree of involvement

iv

Nil Low Medium High

Board of Directors

Chief Executives

Top Management

Middle Management

Operating Management

Consultant

II. Applications of Competency Mapping

A. Please tick mark the Applications /usage of Competency Mapping in various sub-segments of HR on a five point scale ranging from No or very low usage (1) to high usage (5)

Sr. No.

Sub- systems of HR No /Very Low

Low Medium High Very High

1. Recruitment & Selection

2 Training & Development

3 Performance Management

4 Compensation & Reward

5 Career Planning

6 Building Appropriate Culture

7 Succession Planning

8 Change Enablement

9 Talent Management

10 others

III. Which of the following statement/s is /are true for your organization?

Sr. No

Item Yes/ True

False

1 Your organization has a competency dictionary

2 Purpose of a competency model initiative is made clear to all involved

3 Employees(Assesses) are involved in planning the development of the competency model

4 The reward given is adequate for supporting the effort

v

Sr. No

Item Yes/ True

False

5 Time frame for implementation of model is too short

6 Time frame for implementation of model is too long

7 There is a history of poorly implemented changes to human resources system / HR processes.

8 Employees are informed about his or her level of competency.

9 An individual is rewarded if his/her current competency level meets or exceeds the required competency level

IV. Do you perceive/face any roadblocks in its usage or implementation? Please

mention _____________________________________________________________________________________________________________________________________________________________________________________________________________

V. Which of the following roadblocks do you face in usage of Competency Mapping? 1) Lack of adequate time available 2) Lack of knowledge/skills on the part of assessors or participants 3) Lack of financial/ budgetary support 4) Business environment related 5) Organizational resources/ capabilities related 6) Non availability of Competency Mapping tools 7) Complexity/ difficulty in use of Competency Mapping tools 8) Complexity of implementation 9) Unclear description of competencies 10) Non Availability of assessors 11) 12) Question mark on Validity of exercises 13) Lack of Organizational commitment 14) Lack of Inter-rater reliability 15) Noninvolvement of Line managers 16) Lack of data security 17) Any other

VI. Please tick the statements which describe the roadblocks faced in using Competency Mapping in your organization on a five point scale ranging from strongly disagree (1) to strongly agree (5) S.No Item Statement 1 2 3 4 5

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1 There is lack of dedicated staff for handling Competency Mapping, Development of Competency framework and assessment of competencies

2 Operational managers/Line managers are not able to handle competency based recruitment

3 There is lack of training for employees on Competency Mapping and its usage in various HR processes

4 It is Difficult to identify competencies in detail.

5 It is Difficult to implement competency based models

6 Competencies required for a job or class of jobs are always in a flux owing to volatile business environment

7 High attrition rate makes it difficult to implement Competency Mapping.

8 Paucity of time makes it difficult to adhere to Competency Mapping framework

9 Frequent Transfers and mobility of employees makes it difficult to implement Competency Mapping

10 Multitasking expected from employees makes it difficult to implement Competency Mapping

11 There is lack of dedicated resources for implementing Competency Mapping in HR

12 There is lack of top management support for usage of Competency Mapping in HR

VII. Please rank the following challenges of Competency Mapping in descending

order. (1 for most challenging & 3 for least challenging) S. No Competency Mapping Process Rank

1 Mapping of competencies for a job or a class of jobs

2 Development of a competency framework

3 Assessment of competencies of individual employees

VIII. Are you aware of the benefits that accrue to your organization owing to usage of competency Mapping? Yes / No.

If yes, Please specify

___________________________________________________________________ IX. Please rate the following statements -which describe the benefits which accrued

to your organization owing to use of Competency Mapping in various areas and

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sub functions of HR -on a five point scale where 1 being strongly disagree to 5 being strongly agree.

S.No Item statement 1 2 3 4 5

1 Competency Mapping results in better productivity

2 Competency Mapping results in Cost savings

3 Use of Competency Mapping brings about transparency in various HR processes.

4 Competency Mapping provides a benchmark for measuring performance and identifying employee potential

5 Competency Mapping assists in pin pointing training and development needs of employees

6 Competency Mapping facilitates designing appropriate training activities for the staff and managerial cadre.

7 Competency Mapping aids monitoring of individual progress

8 Competency Mapping Clarifies the link between pay and performance

9 Competency Mapping helps create meaningful grading structure

10 Competency mapping leads to better alignment between individual and team behaviour

11 Any other (specify)

X. What are the key requirements for successful implementation of Competency Mapping?

Enablers (factors which facilitate implementation of Competency Mapping) _____________________________________________________________________________________________________________________________________________________________________________________________________________ Antecedents- (A process, thing or event that ideally exists before or logically precedes Competency Mapping) _______________________________________________________ _________________________________________________________________________________________________________________________________________

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XI. Please rate the importance of following factors for successful implementation of Competency Mapping on a scale of 1-5 (1 being least important, 5 being most important)

Statement Not at all important

1

Somewhat Important

2

Important

3

Very Important

4

Most Important/Indispensable 5

1.Top Management buy in is important for successful implementation

2.Dedicated HR resource is required for successful implementation of Competency Mapping

3. Availability of Competency Mapping tools is indispensable for successful implementation of Competency Mapping.

4.Training of HR managers in Competency Mapping related skills is required for successful implementation of Competency Mapping

5.Adequate financial resources are required for successful implementation of Competency Mapping

6. Allocation of dedicated time for Competency Mapping is important for successful implementation of Competency Mapping

7. Any other(please

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specify)

XII. Please mention any other factor which may be important for usage of Competency Mapping in an organization.

__________________________________________________________________________________________________________________________________________

XIII. What outcomes are desired when using Competency Mapping in your organization?

Measurable Indicators By percentage

Sales revenue increased <10% 11-20% 21-30% More than 30%

Profit increased <10% 11-20% 21-30% More than 30%

Productivity increased <10% 11-20% 21-30% More than 30%

Attrition reduced <10% 11-20% 21-30% More than 30%

Cost per recruit reduced <10% 11-20% 21-30% More than 30%

Ratio of high performing hires to total hires improved

<10% 11-20% 21-30% More than 30%

Top talent retention <10% 11-20% 21-30% More than 30%

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Section II XIV. What are the reasons for your organization not taking up Competency Mapping?

_______________________________________________________________________________________________________________________________________________________________________________________________________________

XV. Which of the following reasons best describe the non usage of Competency Mapping in your organization? a) Lack of adequate time available b) Lack of knowledge/skills on the part of assessors or participants c) Lack of financial/ budgetary support d) Business environment related e) Organizational resources/ capabilities related f) Non availability of Competency Mapping tools g) Complexity/ difficulty in use of Competency Mapping tools h) Complexity of implementation i) Unclear description of competencies j) Non Availability of assessors k) l) Question mark on Validity of exercises m) Lack of Organizational commitment n) Lack of Inter-rater reliability o) Noninvolvement of Line managers p) Lack of data security q) Any other

XVI. Please tick the statements which describe the reasons for not using Competency Mapping in your organization on a five point scale ranging from strongly disagree (1) to strongly agree (5) S.No Item Statement 1 2 3 4 5






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XVII. What are the key requirements for successful implementation of Competency Mapping?

Enablers (factors which facilitate implementation of Competency Mapping) _____________________________________________________________________________________________________________________________________________________________________________________________________________ Antecedents- (A process, thing or event that ideally exists before or logically precedes Competency Mapping) _______________________________________________________ ________________________________________________________________________________________________________________________________________

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Thank you

Name of the Organization (Optional)_______________________________

Sector/ Industry______________________________________

Year of establishment______________________

No of employees in the Organization: ____

Annual Turnover______________________________

Name of respondent_ (__optional_)___________________

E-mail address______

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Appendix B: Questionnaire for HR Managers

Research Study

A study on Competency Mapping in Indian Organizations- Current Status, Extent of Usage, Identification of Critical Success Factors and roadblocks in its Implementation

Dear Respondent,

This is to submit that I am a Research scholar (associated with SNDT University) doing research on Competency mapping practices in Indian Organizations. The research aims at improving organizational effectiveness by way of using Competency based HRM.

I solicit your time to help me in my research by filling in the questionnaire enclosed. Your free and frank opinion will go a long way in enabling the afore-mentioned research work. Most of the questions would involve ticking the responses given and ranking the statements according to your perception or experience. A few are open ended where you could write responses in your own words.

Needless to add your responses would be kept confidential and the responses would be analysed in aggregate only. Furthermore, the findings of the research will be shared with all the respondents.


Yours sincerely,

Garima Sharma


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Questionnaire Current status of Competency Mapping in Indian Organization

I. Which of the following HR interventions does your organization undertake? Please tick the options below and indicate degree of usage of each intervention on a 5 point scale ranging from Not used at all (1) to very high usage (5)

HR Intervention Not used at all/ Very low 1

Low 2

Medium 3

High 4

Very high 5

Job Design

Job enlargement

Laboratory Training

Career Planning

Stress Management

Team Building

Process Consultation

Quality Circles

Role Negotiation

Role Analysis Techniques

Grid Organizational Development

Third Party Intervention

Organization Mirror

Quality of Work Life

Any other (specify)

II. Does your organization use competency mapping?

1) Yes 2) No (If No please go to Section II Page 10)

A. If yes, since when b) Less than a year b) 1-2 years c) 3-5 years d) more than 5

years

B. In what areas (Please specify ) 1)

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2) 3)

C. Which of the following approach best describes the development of Competency Mapping in your organization?

a) development exercise is periodic b) development exercise is continuous

D. Competency Assessment in your organization is a) one-time exercise b) continuous

E. Competency frameworks in your organizations are aligned to a) short term business goals b) long term business goals

F. Who is responsible for the Competency Mapping exercise? a) HR b) LINE MANAGERS c) Others

G. What is the degree of involvement of different levels in development and implementation ofCompetency Mapping in your organization?

Level Degree of involvement

Nil Low Medium High

Board of Directors

Chief Executives

Top Management

Middle Management

Operating Management

Consultant

III. Applications of Competency Mapping

B. Please tick mark the Applications /usage of Competency Mapping in various sub-segments of HR on a five point scale ranging from No or very low usage (1) to high usage (5)

Sr. No.



1. Recruitment & Selection

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Sr. No.



2 Training & Development

3 Performance Management

4 Compensation & Reward

5 Career Planning

6 Building Appropriate Culture

7 Succession Planning

8 Change Enablement

9 Talent Management

10 Others

C. Please read the statements and indicate your response. For every statement please mark the response closest to your position.

S. No

Items Totally Ineffective

Ineffective Medium Effective Totally Effective

1 Competency

for Recruitment and Selection in our organization is

2 Competency

for Training and Development in our organization is

3 Competency

for Performance Management System in our organization is

4 Competency ge

for Compensation & Reward in our organization is

5 Competency

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S. No

Items Totally Ineffective

Ineffective Medium Effective Totally Effective

for Career Planning in our organization is

6 Competency

for building appropriate Culture in our organization is

7 Competency e

for Succession Planning in our organization is

8 Competency

for managing change/ Change enablement is

9 Competency

for Talent Management in our organization is

IV. Competency Mapping tools

A. Please tick mark the appropriate Competency Mapping toolsyou are aware of. Competency Mapping Tools Aware

Yes/No

Industry Benchmark

Mock Centers

Assessment Centers

Development Centers

Expert Panels

BARS

Threshold Scales

Repertory Grids

Forced Rank Order

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Behavioral Event Interview

Behavioral Description Interview

Any other

B. Please tick mark the appropriate Competency Mapping tools which are being

used in your organization. Competency Mapping Tools Usage

Yes/ No

When it is used (Competency Identification, Assessment or Validation)

Industry Benchmark

Mock Centers

Assessment Centers

Development Centers

Expert Panels

BARS

Threshold Scales

Repertory Grids

Forced Rank Order



Behavioral Event Interview

Behavioral Description Interview

Any other

C. Which of the following statement/s is /are true for your organization?

Sr. No

Item Yes/ True

False

1 Your organization has a competency dictionary

2 Purpose of a competency model initiative is made clear to all involved

3 Employees(Assesses) are involved in planning the development of the competency model

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4 The reward given is adequate for supporting the effort

5 Time frame for implementation of model is too short

6 Time frame for implementation of model is too long

7 There is a history of poorly implemented changes to human resources system / HR processes.

8 Employees are informed about his or her level of competency.

9 An individual is rewarded if his/her current competency level meets or exceeds the required competency level

V. Who does Competency Mapping in your organization? a) In house

i) dedicated team----- ii) included in HR managers KRAs---- iii) Operation/Line Managers iv) Any Other -------

b) Outsourced Agency i) Independent consultant -----ii) Consultancy Firms -----iii) Institution ----iv) Any other

Basis i) Time bound---- ii) Project bound----iii) Retainer Basis----iv) Any Other----------

Scope -what part of Competency Mapping is outsourced i) Competency Mapping ii) Development of framework iii) Assessment of individual competencies iv) Any other

VI. Do you perceive/face any roadblocks in its usage or implementation? Please mention

a) Yes b) No

_____________________________________________________________________________________________________________________________________________________________________________________________________________

VII. If yes, which of the following roadblocks do you face in usage of Competency Mapping?

1) Lack of adequate time available 2) Lack of knowledge/skills on the part of assessors or participants 3) Lack of financial/ budgetary support 4) Business environment related 5) Organizational resources/ capabilities related 6) Non availability of Competency Mapping tools 7) Complexity/ difficulty in use of Competency Mapping tools

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8) Complexity of implementation 9) Unclear description of competencies 10) Non Availability of assessors 11) 12) Question mark on Validity of exercises 13) Lack of Organizational commitment 14) Lack of Inter-rater reliability 15) Non-involvement of Line managers 16) Lack of data security 17) Any other

VIII. Following items describe the roadblocks faced in using Competency Mapping. Please read the statements and indicate your responses on a five point scale where 1describes strongly disagree and 5 describes strongly agree.

S.No Item Statement 1 2 3 4 5













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IX. Please rank the following challenges of Competency Mapping in descending order. (1 for most challenging & 3 for least challenging)

S. No Competency Mapping Process Rank

1 Mapping of competencies for a job or a class of jobs

2 Development of a competency framework

3 Assessment of competencies of individual employees

X. Please tick the following statements which describe the benefits which accrued to your organization owing to use of Competency Mapping in various areas and sub functions of HR.Also rate them on a scale of 1 to 5, I being strongly disagree and 5 being strongly agree.

S.No Item statement 1 2 3 4 5

1 Competency Mapping results in better productivity

2 Competency Mapping results in Cost savings

3 Use of Competency Mapping brings about transparency in various HR processes.

4 Competency Mapping provides a benchmark for measuring performance and identifying employee potential

5 Competency Mapping assists in pin pointing training and development needs of employees

6 Competency Mapping facilitates designing appropriate training activities for the staff and managerial cadre.

7 Competency Mapping aids monitoring of individual progress

8 Competency Mapping Clarifies the link between pay and performance

9 Competency Mapping helps create meaningful grading structure

10 Competency mapping leads to better alignment between individual and team behaviour

11 Any other (specify)

XI. What are the key requirements for successful implementation of Competency Mapping?

Enablers (factors which facilitate implementation of Competency Mapping)

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_____________________________________________________________________________________________________________________________________________________________________________________________________________

Antecedents- (A process, thing or event that existed before or logically precedes Competency Mapping) _____________________________________________________________________ ________________________________________________________________________________________________________________________________________

XII. Please rate the importance of following factors for successful implementation of Competency Mapping on a scale of 1-5 (1 being least important 5 being most important)

Statement Not at all important

1

Somewhat Important

2

Important

3

Very Important

4

Most Important/Indispensable

5 1.Top Management buy in is important for successful implementation

2.Dedicated HR resource is required for successful implementation of Competency Mapping

3. Availability of Competency Mapping tools is indispensable for successful implementation of Competency Mapping.

4.Training of HR managers in Competency Mapping related skills is required for successful implementation of Competency Mapping

5.Adequate financial resources are required for successful implementation of Competency Mapping

6. Allocation of dedicated time for Competency Mapping is important for successful implementation of Competency Mapping

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7. Any other(please specify)

XIII. Please mention any other factor which may be important for usage of Competency Mapping in an organization.

__________________________________________________________________________________________________________________________________________

XIV. What are the benefits your organization reaped after implementing Competency Mapping?

Measurable Indicators By percentage

Sales revenue increased <10% 11-20% 21-30% More than 30%

Profit increased <10% 11-20% 21-30% More than 30%

Productivity increased <10% 11-20% 21-30% More than 30%

Attrition reduced <10% 11-20% 21-30% More than 30%

Cost per recruit reduced <10% 11-20% 21-30% More than 30%


<10% 11-20% 21-30% More than 30%

Top talent retention <10% 11-20% 21-30% More than 30%

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Section II XVIII. What are the reasons for your organization not taking up Competency Mapping?

_______________________________________________________________________________________________________________________________________________________________________________________________________________

XIX. Which of the following reasons best describe the non usage of Competency Mapping in your organization? a) Lack of adequate time available b) Lack of knowledge/skills on the part of assessors or participants c) Lack of financial/ budgetary support d) Business environment related e) Organizational resources/ capabilities related f) Non availability of Competency Mapping tools g) Complexity/ difficulty in use of Competency Mapping tools h) Complexity of implementation i) Unclear description of competencies j) Non Availability of assessors k) l) Question mark on Validity of exercises m) Lack of Organizational commitment n) Lack of Inter-rater reliability o) Noninvolvement of Line managers p) Lack of data security q) Any other

XX. Please tick the statements which describe the reasons for not using Competency Mapping in your organization on a five point scale ranging from strongly disagree (1) to strongly agree (5) S.No Item Statement 1 2 3 4 5






xxv








I. What are the key requirements for successful implementation of Competency Mapping?

Enablers (factors which facilitate implementation of Competency Mapping) _______________________________________________________________________________________________________________________________________________________________________________________________________________

Antecedents- (A process, thing or event that ideally exists before or logically precedes Competency Mapping) _____________________________________________________________________

_____________________________________________________________________

_____________________________________________________________________

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Thank you

Name of the Organization (OPTIONAL)_______________________________

Sector/ Industry______________________________________


No of employees in the Organization: Management____ Staff________Workers____

Annual Turnover______________________________

Department________________________

Designation/Position held in the organization

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Appendix C: Discussion Guide for In-depth interviews with Consultants

Research Study

A study on the challenges to Competency Mapping in Indian Organizations and identification of Critical Success Factors

Domain / area of Expertise: Recruitment / Training/ Organization Development/Performance Development

What are the industries or segments to which your clientele belong FMCG/ CD

BFSI

IT/ ITES

Educational institutions

Media & Entertainment

Hospitality

Retail

Infrastructure

Telecom

Utilities

Oil & Exploration

Do you give Competency mapping related advisory and consultancy services to your clients? Yes /No

Please specify the areas in which you offer competency mapping services ?

Recruitment & Selection Training & Development

xxviii

Performance Management Compensation & Reward Career Planning Building Appropriate Culture Succession Planning Change Enablement Talent Management Others

What approach do your clients have towards competency development? What holds true

for most of your clients?

a) one-time exercise b) continuous

What informs the development of Competency frameworks in your clients organizations?

Are the frameworks aligned to

a) short term business goals

b) long term business goals

c) both of the above

Who is responsible for the Competency Mapping exercise in most organizations you dealt with?

a) HR b) LINE MANAGERS c) Both HR & LINE Managers d) Others

What is the scope and basis of your assignment as regards Competency Mapping? What is the degree of involvement of different levels in development and implementation

of Competency Board of Directors Chief Executives Top Management Middle Management Operating Management Consultant

In what all Sub-systems of HR is Competency Mapping used or integrated ?

Sr. No. Sub- systems of HR 1. Recruitment & Selection 2 Training & Development

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3 Performance Management 4 Compensation & Reward 5 Career Planning 6 Building Appropriate Culture 7 Succession Planning 8 Change Enablement 9 Talent Management 10 others

What challenges do you perceive in its usage or implementation? Please mention ___________________________________________________________________________

How serious are your clients regarding the design and implementation of Competency Mapping in their organizations?

___________________________________________________________________________

Is ownership of Competency Mapping process an issue? Which of the following roadblocks does your client face in usage of Competency

Mapping? 1) Inadequate time available 2) Inadequacy of knowledge/skills related 3) financial/ budget related 4) Business environment related 5) Organizational resources/ capabilities related 6) Non availability of Competency Mapping tools 7) Complexity/ difficulty in use of Competency Mapping tools 8) Complexity of implementation 9) Unclear description of competencies 10) Non availability of assessors 11) 12) Validity of exercises 13) Organizational commitment 14) Inter-rater reliability issues 15) Non involvement of Line managers 16) Data security issues 17) Any other

What is your view regarding these roadblocks and their severity ? S.No Item Statement 1 There is lack of dedicated staff for handling Competency Mapping, Development

of Competency framework and assessment of competencies 2 Operational managers/Line managers are not able to handle competency based

recruitment 3 There is lack of training for employees on Competency Mapping and its usage in

xxx

various HR processes 4 It is Difficult to identify competencies in detail for a job or class of jobs 5 It is Difficult to implement competency based models in organizations 6 Competencies required for a job or class of jobs are always in a flux owing to

volatile business environment 7 High attrition rate makes it difficult to implement Competency Mapping. 8 Paucity of time on the part of HR Managers makes it difficult to adhere to

Competency Mapping framework 9 Paucity of time on the part of non HR Managers makes it difficult to adhere to

Competency Mapping framework 10 Frequent Transfers and mobility of employees makes it difficult to implement

Competency Mapping 11 Multitasking expected from employees makes it difficult to implement

Competency Mapping 12 There is lack of dedicated resources for implementing Competency Mapping in

HR 12 There is lack of top management support for usage of Competency Mapping in

HR

Which part of the competency mapping process is found to be most challenging by your clients and what are the reasons for the same.

S. No Competency Mapping Process 1 Mapping of competencies for a job or a class of jobs 2 Development of a competency framework 3 Assessment of competencies of individual employees

Are your clients aware of the benefits of competency mapping? If no, then how do you convince them?

What kinds of benefits have accrued to your clients post CM implementation? better productivity in organizations

Cost savings for Organizations

transparency in various HR processes.

benchmark for measuring performance and identifying employee potential

pin pointing training and development needs of employees

Facilitates designing appropriate training activities for the staff and managerial cadre.

monitoring of individual progress

Clarifying the link between pay and performance

Creating meaningful grading structure in an Organization

better alignment between individual and team behaviour

Any other (specify)

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What are the key requirements for successful implementation of Competency Mapping? Enablers (factors which facilitate implementation of Competency Mapping)

Antecedents- (processes that logically precede in time and order)

________________________________________________________________________

What is your view on various CSFs and their importance for successful implementation of Competency Mapping

Statement 1.Top Management buy in is important for successful implementation 2.Dedicated HR resource is required for successful implementation of Competency Mapping 3. Availability of Competency Mapping tools is indispensable for successful implementation of Competency Mapping.

4.Training of HR managers in Competency Mapping related skills is required for successful implementation of Competency Mapping 5.Training of Operational managers/ Supervisors in Competency Mapping related skills is required for successful implementation of Competency Mapping 6.Adequate financial resources are required for successful implementation of Competency Mapping 7. Allocation of dedicated time for Competency Mapping is important for successful implementation of Competency Mapping 8. Any other(please specify)

Please mention any other factor which may be important for usage of Competency Mapping in an organization.

___________________________________________________________________________

What are the business outcomes desired by your client? 1) Improved recruitment and selection processes 2)

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3) Career development plan 4) Development of a Training calendar 5) Identification of training needs and Training Need Analysis 6) itive position 7) Increased market share 8) Improved customer service 9) Innovation in various organizational areas 10) Improved efficiency/ enhanced employee productivity 11) Decrease in time to market 12) Improved decisions 13) Any other

Do you clients have any metrics in place to measure the outcomes of various interventions- OD/ HR interventions in particular??

Mapping?

Measurable Indicators By percentage Sales revenue increased <10% 11-

20% 21-30%

More than 30%

Profit increased <10% 11-20%

21-30%

More than 30%

Productivity increased <10% 11-20%

21-30%

More than 30%

Attrition reduced <10% 11-20%

21-30%

More than 30%

Cost per recruit reduced

<10% 11-20%

21-30%

More than 30%


<10% 11-20%

21-30%

More than 30%

Top talent retention <10% 11-20%

21-30%

More than 30%

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Appendix D: Discussion Guide for Interviews with CEOs, HR Heads and Line Heads

Discussion Guides

What HR Interventions are used in your organizations?

Do you have Competency Mapping in your organization? If yes,

In what HR processes/ areas do you use competency mapping? Recruitment and Selection Training & Development Performance Management Compensation & Reward Career Planning Building appropriate Culture Change Enablement Talent Management Organizational Development

How effective is the application of Competency Mapping in these various areas? Who is responsible for the Competency Mapping exercise?

a) HR b) LINE MANAGERS c) both d) Others

Are external consultants or agencies roped in? If yes what is the scope and basis of engagement?

What is the approach for Development of Competency Mapping in your organization?

What is the approach to Competency Assessment in your organization?

What informs the development of Competency frameworks in your organizations? Are aligned to short term business goals or long term business goals .

What is the degree of involvement of different levels in development and

implementation of Competency Mapping in your organization? Level Board of Directors Chief Executives Top Management Middle Management Operating Management Consultant

Have you ever faced any roadblocks in development of Competency framework, assessment of competencies and implementation of Competency based HRM?

xxxiv

What are the benefits your organization reaped after implementing Competency Mapping?

Do you have any metrics in place to measure the impact of Competency mapping on various organizational aspects?

SECTION II

If no

Why do you think it has not been rolled out in your organization? What other interventions are used in various HR sub-segments? What are the roads blocks which you envisage in the development, assessment or

implementation of Competency based HRM? Who is the deciding authority for implementation of OD/ HR Interventions in your

organization? Have you ever roped in Consultants for design or implementation of interventions? Who is responsible for the implementation of HR Interventions? What is the degree of involvement of different levels of management in development

and implementation of various OD Interventions in your organization?

Do you measure the impact of various interventions deployed in your organization?

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Appendix E: Validation Instrument

Dear Sir / Madam,

It gives me a sense of immense pride to connect, interact with you as a part of my Ph.D Research project. I am glad to share that the objective of the study is to develop an authoritative list of Critical Success Factors and Roadblocks when an organization is adopting CM. The research method used requires responses to be gathered from domain experts , Consultants, CEOs, HR Heads and Line Heads who have sizeable experience or exposure to the roll-out of competency mapping and its integration with various HR processes.

I solicit your valuable time to enable my research by filling in the one page questionnaire enclosed. The questions involve rating of the statements pertaining to CSF and Roadblocks for CM implementation on the basis of your perception and experience. The instructions for answering the same are provided at the start of the two broad questions.

Needless to add your responses would be kept confidential and the responses would be analyzed in aggregate only. Furthermore, the findings of the research will be shared with all the respondents through mail.


Yours sincerely,

Garima Sharma


Name of the Organization (optional) _______________________________

Sector/ Industry______________________________________


Name of respondent_

E-mail address______

Designation/Position held in the organization ______________Department

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Implementation of Competency Mapping - Critical Factors of Success, Roadblocks, Challanges and Reasons for Failure

Some factors that may contribute to successful implementation of Competency Mapping as a practice in an organization are enumerated below. I would very much like to seek your opininon on how critical you think each of these is to that success. You may wish to score them on a scale of 1 to 10, 1 being 'Not important at all' whereas 10 being 'The most important of all'. You may also use fractional rating, if you feel the need, e.g. giving a 7.5 for 3/4ths, 6.66 for 2/3rds etc.

Potential Critical Success Factor Statement Importance (1 to 10)

Monitoring of progress and evaluation of deliverables by a Steering Committee Logical breaking-up and customization of implementation phases into modules and blocks relevant to each participating business vertical Knowledge of Senior Management about Competency Mapping and understanding of what Competency Mapping orientation means Use of External Specialists / Consultants Openness to change in organizational working that is needed / will occur with Competency Mapping implementation Top Management support for the philosophy of Competency Mapping as also to its implementation project Announce and celebrate implementation milestone achievements regularly along the way Synchronization of Competency Mapping implementation project timelines with business cycles and annual book closure / appraisal cycles Upfront information to personnel about what Competency Mapping means, why it is being introduced and what it entails Let key personnel participate in designing and subsequent fine-tuning of the implementation Identify, nominate and empower implementation champion in each participating function Planning for and communicating positive project results early and along the way New competency mapping processes and workflows for each vertical should be designed to be compatible with existing operational processes and workflows therein Well-defined deliverables and milestones of implementation Management of expectations of stakeholders Synchronisation and coordination between HR and Line participants in implementation Imparting of overall orientation and training in Competency Mapping process thinking, vocabulary, tools and templates to all affected staff Formal decision of Senior Management to introduce Competency Mapping

- the overall roll-out Pitching-in and 'selling' of Competency Mapping concept to department heads to secure their buy-in Adoption of a standardized system for measuring, analysing, and reporting on implementation deliverables Prior organizational history of successful implementation of any intervention Communication of Competency Mapping benefits in business benefit / business impact terminology to department heads Project management approach to Competency Mapping Implementation including definition of stages, individual and team deliverables and corresponding timelines, and use of project management tools

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Implementation of Competency Mapping - Critical Factors of Success, Roadblocks, Challanges and Reasons for Failure

Likewise, some factors may be roadblocks, challenges or may contribute to unsuccessful implementation of Competency Mapping as a practice in an organization. I would also like to seek your opinion on how severe an impact you think each of these has as well. As before, please score them on a scale of 1 to 10, 1 being 'Not important at all' whereas 10 being 'The most important of all'. You may also use fractional rating, if you feel the need, e.g. giving a 7.5 for 3/4ths, 6.66 for 2/3rds etc.

Potential Roadblock or Challenge or Reason for Failure Statement Magnitude of Impact (1 to 10)

Inability of staff to adapt to change Unsatisfactory quality of staff allocated to Competency Mapping Lack of Dedicated Resources

Conflict / poor coordination due to Dual / Matrix (operational and project) reporting of line managers participating in Competency Mapping implementation

Conflict between / interference of organization's annual appraisal / financial year closing cycle with Competency Mapping implementation cycle Absence of strong recognition of need for Competency Mapping Lack of Senior Management knowledge about and understanding of what Competency Mapping means Lack of HR / Line Interdepartmental communication and collaboration

Apparently high voiced commitment of department heads to Competency Mapping implementation not backed up by actual resource / time commitment on ground by them Insufficient specific training to Line managers about Competency Mapping concept / Competency Mapping tools Competency Mapping implementation not given required weightage among participants' performance targets Inadequate Competency Mapping awareness percolation among staff Incomplete implementation due to losing will / direction mid-way Pressure of operational deliverable expectations from bosses of implementing managers Low organizational appetite for failures / delays

Pre-mature declaration of completion / Abandonment of Competency Mapping implementation due to weakening of organizational commitment Low level of expertise of participating managers Inadequate recognition of implementers' Competency Mapping implementation achievements in their annual appraisals Lack of flexible / adaptable methodology for process change upon Competency Mapping implementation Low Competency Mapping / implementation knowledge of HR Managers Deliverables produced at group meetings only Management resistance against calling in for outside professional expertise or against use of vendor's / paid tools Over-aggressive implementation time-line or over-ambitious expectation of speed of implementation by management Lack of formal definition of goals and objectives

xxxviii

Appendix F:

Following is the list of Organizations to which the survey respondents belong. Most managers agreed to participate on conditions of anonymity and strict confidentiality. Many respondents did not want their organizations name and co-ordinates to be revealed anywhere.

Organisations, wherever permitted to disclose (Total 392 Unique Organisation Names)

3G global service Bernhald Schult Ship Management Defence Establishment

Abbott Healthcare Bharat Serum and vaccines Delhi Press Champak

Abbott Healthcare 1 Bharti AXA Life Insurance Deutsche Bank

ABC Consultants Biotron Deutsche Bank Operations International

AC Neilson BNP Paribas DHL Logistics

ACC Limited Bombay Intelligence Securities P L DiagnoSearch Life Sciences

Accenture BPCL Digicable Network

Accenture Services Limited Braitrim India P L D-Mart

Accurex C research Doyen Infosolutions

Afcons Infrastructure Limited CapGemini DP World

Air India CapGemini 1 Dynason System and Solutions

Aircel Limited CapGemini 2 Dysler India

Alcatel Lucent Managed Services Limited CapGemini 3 Eastern Clearing & Forwarding AgencyP L

Alchem Laboratories Capital India Private Ltd ECGC of India Limited

All Cargo Logistics Centrum Direct Limited Eclerx Services

Altisource Business Solution Pvt Ltd Cheers Intercative Pvt Ltd Eidelweiss

Ambuja Cement Chembond Chemicals limited Era Placement

American Express Business Travel Chemspec chemical private ltd Essar Group Company

Anand international Chevrolet Essar Oil

Aneet technologie Cholamandalam Investment Finance Essar Steel Ltd

AON Hewitt Associates CIMB SECURITIES Euclid Infotech P L

AP Moller (Maersk group) Cipla Expat-group

AP Mollier Mersk Citius Tech Solution Expertus

Apar Industries Pvt Ltd Click Group of Companies Finance Ministry

Arctern Consultancy CMS Finlinea Helthvits P L

ARDEE Saigal Group Cognizant Tech Solutions First Flight Couriers Pvt Ltd

Arvato Bertelsmen Computer Society of India First Source Ltd

AS Jewellers Contaxt Resource Management Foresight Visioncare Company

ASAPP Media P L CONTROL S Framco Indian Pharmaceuticals

Ashapura International Limited Credence Analytics Friends Colour Imager

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Aura Advertising CRISIL Future Group

Aviation Enterprise Csi Software Future Learning

Avishkar Technical Services P L Cumin Hsopitality Services G3 Motors Ltd

Axis Bank Cybermarine Knowledge System Garware ClubHous

Axis capital Daikin Geo Chem Group

Axis sales & securities limited Danone Foods and Beverage India giriraj corporation

Bank of America Datacenter Dynamics Glaxo

Bank of Baroda Datamatics Financial services Glenmark

Bank of Maharashtra Datamatics Staffing Solutions Globe Op financial services

BASF India Limited DBS Globus

GM Pens International Pvt Ltd. INDICO Krisln Syntheticks Pvt Ltd

Godrej & Boyce Indus KS Associate

Godrej & Boyce Manufacturing C.Ltd. IndusInd Bank Kuoni

Godrej Hershey InfraSoft Technologies Limited L&T

Godrej Industries ING Vyasya L&T Finance Holdings Limited

Godrej Tyson Food Limited Integreon L&T Infotech

Gozoop Online Pvt Ltd Intelliswift Software India Limited lakme

Greenback Forex Services Private Limited Inter-craft trading

Larson & Tubro Construction (Formerly ECC)

Greenlight Planet India P L International Business Advisors Link Intime India PvtLtd

H&R Johnson Inventiv Health Linkmark Consultancy

Handygo Technologies IOT Infra Energy Ltd Lodha Group

HANSA DIRECT I-Pro HR Services P L Lynn Cargo Pvt. Ltd.

HCCA ISS Facility Services/AS Maersk

HDFC ITM Maersk Global service Center

HDFC Bank ITW INDIA Maersk Sealine

HDFC Life J P Morgan Chase Mahindra & Mahindra

HDFS Asset Management Company Jardine Lloyd Thompson Mancer Consulkting Services

Health Prime International Jasmine Art Printers Manpower Group

HELM INDIA PVT LTD JIT Marquistech

Henkel Adhesives Technology India Johnson & Johnson Mastermind Consutancy

Hiranandani Const Pvt Ltd Johnson Controls Inc India Maxval Technologies Pvt ltd

Hotel Leelaventure Limited JP Morgan media circle pvt ltd

HSBC JP Morgan CHASE Merittrac Assessment

Hybrid Cyber Solutions JR Laddha Financial Services P L MIEL e-Security P L

IBM JRA Law Associates Milan Laboratories India Pvt Ltd

IBS Jubilant Life Sciences Millward Brown

IBS Business school JWT Mind craft

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ICICI Prudential AMC Kamani Oil Inds. Mirah Group

ICICI Bank Kansai Nerolac Paints Mittal group

IDBI Kataria Roadlines Money-on Mobile

IDBI BANK Ltd KFC Shoemakers Pvt. Ltd. MSC Agency India Pvt Ltd

IDBI Intech KMIPL MSEB

iGate KMSL MSH Sarees Limited

Igate Patni Kohinoor Business School MSM

IIFL Kokuyo Camlin Limited MT Educare Limited

India Assistance Komli Media India Nandan Enterprises

India Infoline Kotak Mahindra Naprod Life Science P L

Indiabulls Asset Management Kotak Mahindra Bank Narendra Forwards Pvt Ltd

Indian Oxylates Limited Kotak Securities National Stock Exchange of India

Indian Register of Shipping KPIT Cummuns NBB BEARINGS LTD

NCDEX Radiant HSPL SIDBI (CGTMSE)

Ness Technologies Rakshit Infrastructure Siemens

Net Business Solutions Rank Logistics Siroya FM Constructions Pvt. Ltd.

New Age eCommerce RATNAKAR BANK Sitel

Nilesh Surgicals Pvt Ltd RBS MV Sitel India Pvt Ltd

Nippen Electrical Inst Company Red Chillies Skyskape India Pvt Ltd

Nokia L&C Registro Italiano Noval Soundlines HR Consultancy

Nokia Location and Commerce Reliance Capital SPK Advantage Service

Nokia Seimens Networks Reliance Communication Sriram Finance

Nomura Reliance globalcom SSK

Nomura Bank Reliance Group Company Star Union Daiichi Life Insurance

NOMURA SERVICERS INDIA P L Reliance Home Finance Limited State Street Syntel

Nori Corp Reliance Industries Stratune Consulting

Novartis Reliance Industries Limited Successworks HR Solutions

Novartis India Reliance infrastructure Sunlife AMC

NTK Reliance Retail Sunshine Pictures P L

NYK Line Roche Diagnostics Supreme Builders

Omnitech Info Solution Royal Bank of Scotland suraksha marine

Osource India Pvt Ltd Royal Bank of Scotland Business Services Survival Technologies Pvt Ltd

Pantson Pharma P L S H Bhalja & Company Sutherland Global Services

Parker Hannifin S M Elemech & Engineering P L Swan Solutions & Serviices Pvt. Ltd

PCS Tecnologies S&S Business Solutions Pvt Ltd Swati Constructions P L

Pentair thermal management Saf Labs Private Limited Sydler Remedies P L

Perfect Relations Sahara PrimeCity Limited Syntel

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Personnel Search Services Sahara Star Taj Group

Pfizer Animal Health Saint Pauls TATA AIG

Phesolsa Samsara Group Tata Communications

Phi Creative Solutions SANDOZ PHARMA TATA TELESERVICES

PKCL Limited SAP Labs India TCI

Plexitech Pvt Ltd Saraswat Bank TCS

Polaris Satec Env Engineering TCS bpo

Portrait Advertising and Marketing P L Savex Computers Ltd TCS Eserve

Poshs metal industries pvt ltd Seco Tools Team India

Prana Studios P L Serco Global Services Pvt Ltd Technove

Pratibha Industries Limited Serum Institute of India Thomas Cook India Ltd

Coca Cola Shoppers stop Tidal Lab Pvt Ltd

Procter & Gamble Shree Siddheshwar Enterprises Toyo Engineering India Limited

PRS Permacel P L Shree Tirupati Group Toyo Engineering India Subsidiary

PSL Limited Shri HR Consultants Transparent Value P L

Publicis Advertising Shriram Transport Finance Limited Trinus Corporation

Tristar Consultants Videocon D2H White Crow Research

Tulip Overseas Education Consultants Vishal Shipping WILLIS LTD

Turner Construction Vision Marketing ltd Wipro

UBM India Pvt Ltd Vodafone Wipro Technologies

UCB Pharmaceuticals VPP Consultants WNS

UFO Movies India Limited VR Solution WNS Global Services

Ujjivan Financial Services Pvt Ltd. Vserv digital services pvt ltd Yes Bank

Unichem Labs Limited Wallem Ship Management Youth Development Organization

Unique global logitic pvt ltd Water Resource Department Zelle Biotechnology

Unitech Infrastructure Way2Wealth Brokers Limited Zensar Technologies Limited

viacom 18 media pvt ltd Whisling Woods

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Appendix G: List of Experts for Validation

Following is the list of the Experts who validated the list of Candidate Critical Success Factors and roadblocks and rated the 48 odd factors on a ten point scale. A total of 32 Experts responded. Few names are being withheld on request.

S.No. Name of the Expert Designation/Area of Expertise

Organization

1 Sumeet Verghese Founder, YOUR HR BUDDY Former Associate, T.V. Rao & Associates

2 Maqsood Patel Partner Consultant Empower Services 3 V. Jayaraman Asstt. Vice President-HR Kasturi & Sons Limited (THE

HINDU GROUP) 4 Shawn Crasta Senior Consultant Acumen Business Consulting 5 Arvind R. Budhkar Human Resources &

Labour Law Consultant

6 A.I. Navalkar Management & HR consultant

7 Pravin Mohite CEO Olive DC 8 Vinayak L Nagarkar Consultant, HR and

Employee Relations VIN-2 HR SOLUTIONS

9 Arvind D. Inamdaar Management Consultant 10 Vineet Verma Director Ministry of

Telecommunications,, GOI 11 Ashish Tayal Addl. GM, Training &

Development ALTTC

12 Dr. Hemjit Bala Group Senior Vice President Strategy & HR

HealthPrime INTERNATIONAL

13 Joanita Borges HR Head Milaaya International 14 Sanjeev R.Nair Sr. Manager SBE Software 15 Divij Sharma Regional Head Rashtradoot Media Group 16 Anupama Iyer Founder Quintessence HR Consultant 17 Lalit Chaturvedi CEO Aakriti Landcon 18 Neil Sequeria Head HR Hinduja Hospital 19 V.K. Dwivedi Director, DOT GOI 20 Bharti Dekate OD Consultant 21 Swati Rupani Management Consultant 22 A.K. Banthiya Partner Banthiya & Company 23 Charu Sharma Head, Training BRBRAITT 24 Sudhanshu Vyas HR head Purity tex 25 Haresh Wadhwa Head - Process & Projects IndusInd Bank 26 Divya Ramakrishnan Senior Consultant, SAP HR ATOS Group 27 Name Withheld Regional Head - Retail Private Bank 28 Nitin P Designation withheld Organization Withheld 29 Name Withheld Crompton Greaves 30 HR Manager PCI 31 P.D.Dubey PMIR Consultant Zonal HR Head (Retd.)

Punjab National Bank 32 O.P.Shrivastav Director Operations ICICI Ventures

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Appendix H: Exhaustive list of Industries by Industry Category

Figures in parentheses indicate number of Respondents belonging to each category)

Consulting, IT, ITES, Telecom,

BPO (186)

Mining, Manufacturing, Engineering (68) BFSI (104)

BPO-Finance AUTO ANCILLIARY ATM MANAGEMENT BPO-IT AUTOMOBILES & FARMING EQUIPMENT BANKING BPO-ITES BAR-CODING PRODUCTS BANKING OPERATIONS BPO / KPO BASES FINANCIAL SERVICES BPO-Pharma BIOMEDICAL BOURSE BPO/CRO CEMENT BROKING BPO-Credit rating CHEMICALS CAPITAL MARKETS BPO-Logistics PAINTS COMMERCIAL FINANCE COMMUNICATION EDIBLE OILS COMMODITY TRADING CONSULTING ENGINEERING EQUITY RESEARCH DATA CENTER MACHINE TOOLS MORTGAGE IT-Helthcare FABRICATION FOREX IT-Media FERTILIZERS & REFINERY INSURANCE IT-Airlines HYDRAULIC SOLUTIONS INSURANCE BROKING IT Consulting METALS & MINERALS INVESTMENT BANKING IT-Retail MINING & CONSTRUCTION EQUIPMENT MICROFINANCE IT-Software OIL MUTUAL FUND IT-Security PACKAGING NON-BANKING FINANCE COMPANY IT-Services PAINTS RECOVERY IT-Pharma PETROCHEMICALS SECURITIES IT CONSULTING PIGMENTS MOBILE VAS REFINING TELECOM SOLAR LIGHTS TELECOM INFRA STEEL

TEXTILES TRANSFORMERS

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Shipping, Logistics, Infrastructure & Construction (73)

Business to Business (93) Pharmaceuticals, Consumer Goods & Durables (53)

BANKING INFRASTRUCTURE ADVERTISING AIR-CONDITIONING CONSTRUCTION AUDIT BIO-PHARMA FREIGHT FORWARDING BACKGROUND SCREENING BIOTECH INFRASTRUCTURE CA FIRM CONSUMER GOODS LOGISTICS OPERATIONS CLINICAL RESEARCH COSMETICS LOGISTICS SERVICES DIGITAL MEDIA DURABLES MARINE DESIGN E-COMMERCE FMCG MARINE TERMINAL OPERATIONS ELECTRONIC SECURITY FOOD OFFSHORE SHIPPING ENERGY SERVICES GARMENTS OIL & GAS EVENT MANAGEMENT GEMS & JEWELLERY TURNKEY PROJECTS EXECUTIVE SEARCH MEDICAL PROJECT MANAGEMENT FACILITIES MANAGEMENT PHARMACEUTICALS UTILITY (DISTRIBUTION) HR CONSULTING SOFT DRINKS REAL ESTATE HR RECRUITMENT SHIPPING INDUSTRY RESEARCH Government Sector,

INTERNATIONAL TRADE NGO, NPO (7)

Consumer Services (42) IT RECRUITMENT GEOGRAPHICAL INFORMATION SERVICES

AIRLINES & TRAVEL LEGAL CONSULTING ENGINEERING APPAREL RETAIL MARKET RESEARCH STATE GOVERNMENT AUTOMOBILE RETAIL MEDIA DISCOM AVIATION MEDIA & ENTERTAINMENT GoI CABLE BROADCAST ANIMATION DEFENCE CONSUMER SERVICES MERCHANT TRADING SOCIAL SERVICES

EDUCATION ONLINE SALES AND MARKETING RESEARCH INSTITUTION

EMERGENCY ASSISTANCE OUTDOOR ADVERTISING GARMENT RETAIL OUTSOURCING HEALTHCARE PLACEMENT AGENCY HOSPITALITY PUBLIC RELATIONS HOTEL PRINTING RETAIL PUBLICATION TRAVEL & HOSPITALITY RATING & RESEARCH TRAVEL & TOURISM RELATIONSHIP CENTER

RESEARCH SAP IMPLEMENTATION SECURITY SERVICES TECHNICAL EDUCATION TESTING TRAINING & DEVELOPMENT TRANSPORTATION

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