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Tuesday, January 13, 2009

Competency Matrix

Competency Matrix
(You can obtain "Competency Management (Competency Matrix and Competencies)"- as eBook and printed book- online from Amazon. kindleunlimited, KOLL and Amazon Prime subscribers can read this book absolutely free)

Primary Objectives
  • Create a culture that inspires and empowers every individual to contribute his best in building business and organization through self development.
  • Review current work performance and plan for the future improvements.
  • Provide an opportunity for post-appraisal discussions and guidance to promote self development.
  • Provide an objective basis to recognize and reward meritorious and outstanding performance.
  • Provide an objective basis to identify substandard performance and reasons for it.
  • Meet the need of each person to know how well he is performing.
  • Support coaching, mentoring, training and development activities.
  • Support internal mobility like growth paths, transfers, job rotation etc.
  • Chalk out career plan and career growth as suited to each individual's existing and potential strength profile.
  • Provide a basis for recruitment and selection of persons from external or internal candidates by identifying the best qualified person for a particular job or position.
    Definitions of Some Related Terms That Often Confuse Many

    The terms given below are alphabetically arranged.

    Ability: An individual's capability either developed or not developed (undiscovered, unrealized and untapped). An accountant may be able to sell but has not done so.

    Attitude: An individual's tendency to act in predictable ways. A manager may have humanistic attitude and therefore, he may be compassionate towards people.

    Behavior: What an individual performs or does is his behavior and that is observable. It is based on his thinking which is not observable.

    Competency: It is the developed ability of an individual. One competency may be a good integration of several allied skills related to the competency. Conducting an effective meeting is a competency that calls for many allied skills like making a meeting agenda, promoting healthy group process, resolving conflicts, managing time etc. Competencies are observable and ratable/measurable.

    Knowledge: What an individual knows and comprehends is knowledge. Knowledge may be obtained from formal education, observations, training and experience.

    Management: It consists of planning, organizing, staffing, directing (also leading) and controlling.

    Potential: It is the predicted future performance of an individual.

    Performance: Actual work output/results given by an individual against the expected results or goals/objectives is his performance. It is normally the basis for appraisals and rewards.

    Practice: An individual acting as per his or organizational strategies and policies is putting the policies into practice.

    Skill: It is the work behavior. In a sense, every verb in a dictionary is a skill. It is micro competency. Allied skills make a competency. In earlier example of conducting meeting, listening is another skill that is essential for conducting effective meetings. Skills are observable and ratable/measurable.

    Style: Patterns of behavior is style. A person with humanistic values will have particular sets of behavior towards people and that defines his style.

    Traits: They are personal characteristics. For example, an individual can be harsh, arrogant, aggressive or some other person may be polite, just, assertive etc. Many a time, they may not be observable or ratable/measurable.

    Why Competencies in an Organization?

    In order to carry out an organization's business in a superior manner, it needs to identify the competencies it's managers and all other employees should possess, further improve and practice to improve their job performance towards achieving it's goals.

    Competency is Not a Task Statement
    • Competency is a combination of an underlying capability, a characteristic or an ability with knowledge and skills that results in an effective performance. If competencies are improved, they will give still more effective or superior performance.
    • Competencies are knowledge and skills statements and not task statements. For example: conducting the meetings is a task. In order to do so, one needs required competency. Therefore, in this case the required competency is the combination of skills to make an agenda, to promote a healthy group process, to resolve conflicts, to manage time etc.
    Developing Competency Matrix (inclusive of developing inventory of competencies)

    1. An organization should develop an inventory of all the competencies it will need from it's people in order to run it's business effectively and efficiently as per it's vision, mission, objectives and strategies.

    2. These identified competencies then should be classified and grouped together accordingly. The following classifications can be made:
    • Behavioral or soft competencies (these competencies relate to self-awareness and interpersonal competencies of an individual at his individual level): For example: initiative and drive, motivation, leadership, team work.
    • Managerial competencies (these are organizational, people-related, and role-related): For example these competencies could be decision making, communication, delegation, disciplining.
    • Technical competencies/hard competencies (some people call them functional competencies): For example: a supervisor in an automobile factory supervising the operations of numerically controlled (NC) machines should have in-depth knowledge of working of NC machines, an HR specialist should have expertise in various types of performance appraisal systems, a programmer should have a good grasp in writing programs in the specific computer languages as needed by the IT organization employing him.
    Some more examples of the competencies under these classifications are given later in this write-up.

    There could be other alternate ways for classifying competencies as given below:
    • Competencies for individual excellence or for managing self.
    • Competencies for interpersonal relations.
    • Managerial competencies which can be further classified as: 1. Organizational. 2. Role related and 3. People related.
    • Functional or technical competencies.
    • Information related competencies.
    You may like to refer for a comprehensive inventory of soft competencies: (Soft Skills) and/or (Life Skills)

    3. Each competency, in turn, will have it's levels of proficiencies. These should be identified.

    4. Clear explanations of each level of each competency should be written down. These levels are given different labels by different organizations as per their needs. Some examples are given below:
    • In one organization, these proficiency levels for each competency are graded as: oh-oh, so-so, good and great.
    • In other organization, they are termed as: baseline, collaborative productivity, ownership, managing complexity and expert.
    • In another organization, they simply put them as: level 1, level 2, level 3 and level 4.
    Irrespective of what labels or names these levels are given, basically the levels mean: beginner level, learner level, skilled level, expert or master-skill level.
      5. Finally for each job or each position which competencies of which proficiency level are required should be determined. This is called developing a "competency matrix".

      Competency Mapping

      Having created competency matrix for every job/position, the job incumbent's current competencies are evaluated against the desired competencies and their level of proficiency. This is mapping the competencies of a job holder against the desired competency matrix for that job. The gaps in desired and actual competencies are identified. This entire process can be done collaboratively by the job holder himself and his superior(s).

      Post Competency Matrix/Mapping

      Once the gaps in competencies and proficiency levels are known, the gap analysis is carried out. The analysis focuses on the further development of the job holder rather than trying to pin him down for his lacunae in competencies. Therefore, the reasons for the gaps are found out objectively and further course of action to remove these gaps is decided and implemented.
      Answers to where to improve and how to improve are worked out:
      • Competencies the job holder need to improve.
      • What job holder will do to to improve them?
      • What the job holder's superior(s), HR department and the organization will do to improve them?
      Excellence in Competencies/Skills

      You will be able to achieve the excellence in any skill or competency only if you rehearse or practice the learned skill a large number of times. Knowledge alone is no guarantee for achieving great levels in skills or competencies.

      Only if you start swimming, you will become a swimmer; mere knowledge of swimming or great theories of swimming will not automatically make you even an ordinary swimmer. Knowledge surely helps and is a must but without doing, it is of no use to you. If you wish to become a good teacher, start teaching the subject you know well. If you want to become an actor, start acting. Seek roles in movies or dramas or TV shows and keep refining your acting by doing it and also applying your knowledge in doing it better. If your desire is to become an author, start writing. Write something every day. And use your knowledge to write even better. Doing is what makes you what you wish to become, knowledge alone does not.

      Implementation of knowledge is the name of the game. Wisdom is in knowing what to do and how to do but the virtue is doing it.

      Great Knowledge + Zero Implementation = No effectiveness, No results, No success.
      Some Knowledge + Some implementation = Some Effectiveness, Some Results, Some Success.
      Great Knowledge + Great Implementation = Great Effectiveness, Great Results, Great Success.

      There are 4 levels of competencies or skills (also refer points 3 and 4 of the paragraph titled "Inventory of Competencies and developing Competency Matrix" above):

      1. Unconsciously incompetent: Ignorance (example: you are not even aware that there are some proper styles of swimming).

      2. Consciously incompetent: Acceptance of incompetence and creating a desire to learn (example: you accept that you do not swim properly and you will like to learn the correct styles of swimming).

      3. Consciously competent: Gaining the knowledge about the skill to be mastered and begin practicing the knowledge gained (example: gaining knowledge on how to swim using proper styles of swimming and start swimming using the right styles of swimming).

      4. Unconsciously competent: Keep practicing the knowledge gained till you gain mastery in the skill (example: you have now become an expert swimmer since you have been swimming using the proper styles of swimming over number of hours and you can now give yourself 9 on 10 or even 10 on 10).

      For greater success in life, you should try to reach the unconsciously competent level in the skills required by you for your professional, personal, family and social activities/tasks/projects.

      Additional Examples of Behavioral and Functional Competencies

      As mentioned earlier, we give below some more examples:

      Some More Examples of Behavioral and Managerial Competencies

      Individual:· Self Development
      · Self Confidence
      · Intellectual Strength
      Results:· Strategic Decision Making
      · Focus on Results
      Team Work: Team Building
      · Open Communication Skills
      Passion for Products and Technology: Passion and Drive for Technology

      Some More Examples of Functional Competencies

      · Ability to set accounting policies
      · Ability to perform financial analysis
      · Ability to select, evaluate and monitor vendor performance
      · Ability to use CAD/CAM tools
      · Ability to perform manufacturing capacity planning
      · Ability to assimilate new technologies, methods, architectures and techniques related to production
      · Ability to use Microsoft Word Software
      · Ability to use JIT (just-in-time) principles and practices
      · Competency in recruiting the people

      Soft Skills and Hard Skills

      You will need to sharpen your soft skills as well as your hard skills in order to become effective, efficient and successful in your life and your professions.

      Hard skills are to do with the technical skills and soft skills are the behavioral skills. Both types of skills are required for carrying our your professional activities effectively and efficiently. They are also required to be successful in your personal, family and social life.

      You should first identify as to which soft skills and hard skills you need to develop. Each person may have his or her unique requirements. Once having identified them, you will need to feel motivated about developing those skills. We have emphasized earlier that there is no short-cut to master the skills. You will have to acquire the right kind of knowledge about those skills and then keep on practicing.

      Then, you are there to win the world.

      Soft Skills

      Earlier, we have emphasized the importance of acquiring and mastering both types of skills- the hard skills and the soft skills. Hard skills are important and you should never undermine them. They are your bread and butter skills. For example, a tourist guide has to know the technical aspects of his job like showing his tourists the right places in a proper sequence with authentic commentary on them, the legalities of his job, the safety aspect of his tourists etc, yet, he will be more in demand and earn more if he also has the necessary soft skills for the job like manners and etiquette, interpersonal relations with tourists, humor, creativity etc.

      Hard skills are more rational types and soft skills improve your emotional intelligence. Soft skills make you more cultured, empathic, understanding, caring and also, more sophisticated and reformed.

      You must try to find out what soft skills you should choose to acquire and develop for success in your personal, professional, family and social life.

      We are giving below a fairly comprehensive list of soft skills for your guidance. To know the details on each one of the competencies given below, you can refer to the respective web links (URLs) given below later in the paragraph titled "Other Topics of Interest".

      1. Observation.
      2. Know yourself (introspection).
      3. Openness and flexibility (paradigm shifting).
      4. Internal motivation and passion. (Refer:
      5. Action orientation, drive and self initiation. (Refer:
      6. Self development. (Refer:
      7. Self confidence. (Refer:
      8. Assertiveness. (Refer:
      9. Integrity. (Refer:
      10. Trustworthiness.
      11. Composure/Coolness and self presentation (appearance, manners and etiquette). (Refer:
      12. Intellectual horsepower and learning.
      13. Creativity and innovation. (Refer:
      14. Conviction. (Refer:
      15. Moral courage.
      16. Dependability and reliability.
      17. Dealing with ambiguity.
      18. Time management.
      19. Goal setting and result orientation. (Refer:
      20. Decision making. (Refer:
      21. Problem solving and process orientation. (Refer:
      22. Organizing.
      23. Coordinating.
      24. Delegation.
      25. Communication (speaking, listening, empathy, body language, writing). (Refer:
      26. Listening. (Refer:
      27. Interpersonal skills. (Refer:
      28. Negotiation.
      29. Conflict management. (Refer:
      30. Presentation.
      31. Convincing.
      32. Coaching and developing people. (Refer:
      33. Counseling.
      34. Mentoring.
      35. Team work. (Refer:
      36. Team building. (Refer:
      37. Consensus building.
      38. Conducting meetings.
      39. Leading/Leadership. (Refer:
      40. Big picture thinking and strategic thinking.
      41. Motivating: motivating others (Refer:
      42. Self motivation or internal motivation (Refer:
      43. Controlling.
      44. Safety.
      45. Stress management.
      Go through the above list very carefully and tick out the soft skills where you need to pull up yourself. Then, you have to go through the cycle of gaining authentic knowledge of that skill, understanding the process (the standard operating procedure- the SOP) of building that skill, practicing that skill following the process (SOP), practicing it, practicing it and practicing it till you get the mastery over that skill, till that skills gets internalized in you; it becomes your habit.

      Soft Skills Are Important though Difficult to Learn and Master 

      One can master writing a code in a particular computer language, one can master playing tennis or basket ball or golf, one can master a specific classical dance, one can master singing, one can master acting, one can master cooking a recipe, one can master judo, kung fu or karate, one can master painting, one can master opening and assembling a machine or equipment but mastering soft skills is very very difficult.

      People work for hours and months and years to acquire, learn, practice and master these hard  skills or technical skills or external skills. However, most people don't even appreciate that there is something to learn and practice and master in soft skills.

      For most people, the soft skills just happen, you don't have to learn them. They think that some people are good at them because they are gifted with them as if it's out of some genetic or psychic determination. And then they say, "He is naturally good in maintaining great relationships with people, I just can't be doing that; I am just not cut out for it. I generally mess up my relations with many people". "He is a born speaker, I am not that talented". "He has a way to negotiate to resolve conflicts, I create more problems".

      These expressions are not mere cliches, people say them with all their seriousness and sound a bit pathetic and diffident towards themselves that they can't be so good at these things.The truth is that there is hardly any genetic or psychic determination here. The people good at soft skills have mastered soft skills by working at them for hours and years together.

      A child learns to communicate (soft skill) when he is around one year of age and it does not happen to him automatically. The child has tremendous desire to learn speaking and then he puts tremendous efforts in developing his vocabulary of words, phrases and sentences with body language, gestures and grunts. And as the child grows over the years he picks up the right ways of speaking as well as the wrong ways of speaking. When he does with the right kind of things, he speaks well and impresses but if he does with wrong things, he derates. The one who keeps correcting and practices more and more the right ways of speaking becomes a good and efffective speaker. The one who does not correct himself and does not learn the right ways of speaking falls behind in the soft skill called "speaking". So soft skill is necessarily an outcome of the desire-knowledge-practice-habit model (refer:

      Right combination of hard skills and soft skills is the winning strategy.

      How Much Value My Competency Can Add?

      The More the Value Addition Due to Your Competencies, the More You Can Earn

      The money you can earn as a professional by using your competency depends squarely on the value it can add. Extent of value derived by the usage of your competency is decided by the user or the customer. If the perception of the customer allows your competency to be seen as a high value adding competency, you can claim more money for providing that competency to your customer and more often than not, the customer will pay you that much. On the other hand even if you reach the highest level of expertise in a particular competency, it is not necessary that you will end up earning more particularly when the customers does not see it delivering high value to him.

      It is also a matter of supply and demand. The much needed rare competencies may get paid more since at that point of time they are seen to be delivering high value to its customers in their perception.

      An example will illustrate the point brought out in this paragraph. You will generally see that a specialist doctor say, a surgeon will end up earning lots more that the best or most proficient waiter in a restaurant. Yet a chief chef in the same restaurant, if he is worth his salt (as far as proficiency or expertise in cooking is concerned) may also end up earning as much as the doctor or an engineer.

      So, it seems that high value adding competencies alone can earn more money for you.

      Overdoing a Competency
      • While having highest level of proficiency in a competency is always desirable, overdoing it can prove to be counterproductive. Excess of anything is bad. Mastery over skills is OK but obsession with it and therefore, overdoing it can mean difficulties.
      • Whether it is a hard skill or a soft skill, too much indulgence in it or overdoing that competency can prove to be harmful to self and others, particularly your associates.
      • An example: An over organized person or a person who is really great in planning things can be a very competent person till he starts overdoing it. The moment he starts overdoing it, he may lose sight of other things. He may become too rigid and structured and less tolerant to continuous and quick changes or unavoidable chaotic situations many times prevalent in real life situations. He may also be pretty divorced with the human element; he may not be comfortable associating with people who are otherwise good and efficient but little less organized in his opinion. With this lopsided weight on planning and organizing he loses his overall balance and becomes overall less competent.
      For more examples on "overdoing competency", refer: (Competencies- Life Management)

      Related Book

      "Competency Management (Competency Matrix and Competencies)": You may like to order online your copies of the book from Amazon. kindleunlimited, KOLL and Amazon Prime subscribers cvan read the book entirely free.

      Books Suggested for your Professional, Organization's and Personal Library (all the titles below are available online from Amazon in paperbacks and as eBooks)

      kindleunlimited, KOLL & Amazon Prime subscribers can read all the books listed below absolutely free

      Business Management, Life Management, Self-help, Personality Development
      1. HSoftware (Human Software) (The Only Key to Higher Effectiveness) 
      2. Sensitive Stories of Corporate World (Management Case Studies) 
      3. Classic Management Games, Exercises, Energizers and Icebreakers 
      4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
      5. Classic Team Building Management Games, Exercises, Energizers and Icebreakers
      6. 101 Classic Management Games, Exercises, Energizers and Icebreakers (available only as a paperback)
      7. Stress? No Way!! (Handbook on Stress Management) 
      8. HSoftware (Shyam Bhatawdekar’s Effectiveness Model) 
      9. Competency Management (Competency Matrix and Competencies) 
      10. Essentials of Work Study (Method Study and Work Measurement) 
      11. Essentials of Time Management (Taking Control of Your Life) 
      12. Essentials of 5S Housekeeping 
      13. Essentials of Quality Circles 
      14. Essentials of Goal Setting 
      15. Essentials of Anger Management 
      16. Essentials of Assertive Behavior
      17. Essentials of Performance Management and Performance Appraisal
      18. Essentials of Effective Communication (soon to be published)
      19. Health Essentials (Health is Wealth)
      20. Soft Skills You Can't Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)
      21. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?) 
      Novels, Short Stories, Biographies and Travelogues
      1. Good People (Dream of a Boundary Less World)- Novel, a refreshingly different love story (Also available under the title Love Knows No Bounds) 
      2. The Peace Crusaders- a most intriguing novel
      3. Two Novels in One Book (The Peace Crusaders and Love Knows No Bounds)
      4. Funny (and Not So Funny) Short Stories 
      5. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh) 
      6. My Father
      7. Travelogue: Scandinavia, Russia
      8. Travelogue: Europe 
      For More Guidance, Assistance, Training and Consultation


      Training on "Competency Matrix/Competency Mapping" is imparted by Prodcons Group's Mr Shyam Bhatawdekar and/or Dr (Mrs) Kalpana Bhatawdekar, the renowned management educationists and consultants and trainers- par excellence with distinction of having trained over 150,000 people from around 250 organizations. Implementation of "Competency Matrix/Competency Mapping" is also facilitated by the team of Prodcons Group.

      Also refer:,,

      Other Topics of Interest

      All Management Topics (General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management)

      The topics are listed in alphabetic order:

      (Home Pages for All the Management Topics) and
      (Building Leadership and Management)
      (Alphabetic List of All Management Topics)
      (Home Page for Writings of Shyam Bhatawdekar)
      (5S Housekeeping)
      (Activity Based Costing- ABC)
      (Anger Management)
      (Assessment Centers)
      (A to Z of Management Systems)
      (A to Z of Quality Techniques)
      (Balanced Scorecard)
      (Basic Statistics)
      (Behavioral Safety)
      (Body Language or Non-verbal Communication)
      (Books- Best Management Books)
      (Business Ethics and Ethics in Management)
      (Business Plan)
      (Business Process Reengineering- BPR)
      (Career Planning within Organizations)
      (Case Method)
      (Case Studies in Management)
      (CEO Roles, Qualities and Competencies)
      (Change Management)
      (Competencies- Life Management)
      (Competency Matrix)
      (Conflict Management)
      (Corporate Governance)
      (Cost Management)
      (Cost of Quality- COQ)
      (Counseling at Workplace)
      (Creativity and Innovation)
      (Critical Thinking skills)
      (Cross Cultural Etiquette and Manners)
      (Customer Orientation)
      (Customer Relationship management- CRM)
      (Daily Management)
      (Decision Making)
      (Design for Manufacture)
      (Dining Etiquette and Table Manners)
      (Discipline at Work)
      (Dream Exotic)
      (Effectiveness and Efficiency)
      (Effectiveness Management: HSoftware)
      (Efficiency Techniques: Work study: Motion and Time Study)
      (Efficient Work Methods or Practices)
      (Email Etiquette)
      (Emotional Intelligence)
      (Enterprise Resource Planning- ERP)
      (Entrepreneurship and Entrepreneur)
      (Executive Etiquette and Manners)
      (Exit Interview)
      (Financial Ratios and Financial Ratio Analysis)
      (Financial Services)
      (Functions of Management)
      (Gemba Kaizen)
      (Genuine Professional)
      (Global Mindset)
      (Goal/Target Setting)
      (Group Discussion)
      (Group Dynamics)
      (How to Be a Good Boss)
      (How to Get Promoted)
      (How to save Money)
      (HR Dynamics)
      (HR Strategies and Functions)
      (Human Capital Architecture)
      (Human Relations)
      (Human Resource Planning)
      (Human Software- HSoftware)
      (Internal Motivation or Self Motivation)
      (Interpersonal Relations)
      (Interview Skills)
      (Interview Preparation for Job Seekers)
      (Interview Questions)
      (Just in Time Management- JIT)
      (Knowledge Management)
      (Lead Time Management)
      (Lean Enterprise)
      (Learning Organization)
      (Life Management: Competencies)
      (Life Management: Effectiveness Management: HSoftware)
      (Life Management: I Am Liberated)
      (Life Positions and OKness)
      (Life Skills)
      (Management Anecdotes)
      (Management Book- Best Books)
      (Management Information System- MIS)
      (Managing/conducting Meetings)
      (Management Notes- Free and Authentic)
      (Marginal Utility)
      (Marketing Management Overview)
      (Marketing Management Tasks)
      (Marketing Orientation)
      (Market Research)
      (Market Segmentation)
      (Musings of Shyam Bhatawdekar on every topic on the earth)
      (Negotiation Skills)
      (Negotiation Tactics)
      (Objection Handling)
      (Organization Development- OD)
      (Organizational Culture)
      (Out of Box Ideas)
      (Ownership on Job)
      (Paradigm and Paradigm Shift)
      (Performance Management and Appraisal)
      (Positive Strokes)
      (Presentation Skills)
      (Problem Solving)
      (Profit Improvement)
      (Project Management)
      (Public Speaking)
      (Quality Circles History)
      (Quality Circles)
      (Quality Function Deployment- QFD and House of Quality)
      (Quality Gurus)
      (Recession Management)
      (Recession and Opportunities)
      (Recruitment and Selection)
      (Research Methodology)
      (Safety and Health Management)
      (Sales/Selling Process)
      (Sales Promotion)
      (Self Motivation or Internal Motivation)
      (Self Development)
      (Shyam Bhatawdekar’s Articles on Management)
      (Six Sigma)
      (Six Thinking Hats)
      (Soft Skills)
      (Spiritual Quotient/Intelligence)
      (Statistics- Basic)
      (Strategic Management)
      (Stress Management)
      (Stress Management)
      (Success in Life or Success)
      (Success in Life or Success)
      (Supply Chain Management)
      (Supply and Demand)
      (Talent Management)
      (Team Building)
      (Telephone Etiquette)
      (Three Sixty Degrees Appraisal System)
      (Time Management)
      (Total Productive Maintenance- TPM)
      (Total Quality Management- TQM)
      (Training and Development)
      (Training Games)
      (Trainers’ Qualities)
      (Transaction Analysis- TA)
      (TRIZ- Inventive Problem Solving)
      (Value Engineering/Analysis)
      (Winners and Losers)
      (Work Study: Method Study and Work Measurement)
      (Work Methods or Practices: Efficient)
      (World Class Manufacturing)
      (Writings of Shyam Bhatawdekar on Management)
      (Written Communication)
      (Zero Based Budgeting)

      Counseling: General and Psychological
      (Anger Management)
      (Children’s Behavior Problems)
      (Cholesterol Control)
      (Counseling: Psychological)
      (Counseling: Psychological)
      (Cross Cultural Etiquette)
      (Executive Etiquette and Manners)
      (Family Counseling)
      (Health: Homeopathy)
      (LifeManagement: Competencies)
      (Life Management: Effectiveness Management: HSoftware)
      (Life management: I Am Liberated)
      (Marriage Counseling)
      (Ownership on Job)
      (Parental Responsibilities)
      (Qualities of Spouse)
      (Quit Smoking)
      (Self Development)
      (Stress Management)
      (Stress Management)
      (Swine Flu and Its Prevention)
      (Telephone Etiquette)
      (Winners and Losers)

      About All the Products(Home Page for All Products)
      (Greeting Cards)
      (Mobile Phones)

      Home Tips(Home Page for All Home Tips)
      (Entertainment: Movies)
      (Oscar Award Movies)
      (Entertainment: Recommended Hindi Movies)
      (Entertainment- Hindi Movies of Your Choice)
      (Plagiarized, Copied or Inspired Hindi Movies)
      (Health: Homeopathy)
      (Housekeeping at Home)
      (How to Save Money) or
      (Jewelry Design)
      (Recipes: Easy to Cook)
      (Recipes: Exotic)
      (Stories for Children)
      (Travel and Sightseeing- India)
      (Travel and Sightseeing- World)
      (World Heritage Sites)

      General Knowledge and Out of Box Ideas(General Knowledge- GK)
      (General Knowledge- Top 5 of Everything)
      (General Knowledge- Top 10 of Everything)
      (Out of Box Ideas)
      (Shyam Bhatawdekar’s Knols)
      (Running Commentary on the Run)


      1. Excellent post. This kind of material is quite rare on the internet and such crystal clear explanation of competency matrix is really helpful for Managers.

      2. Competency matrix is the best management tool that is put into use to measure the core competency of the employees and in turn the whole organization.

      3. At the helm of many HR processes remains the accurate assessment of people, the requirement to identify with clarity the abilities of employees and then align them to their functions.Assessment centres and development centres, utilising structured tools of assessment and competency mapping helping in the correct development and placement of employees.
        corporate training