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Competency Mapping

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Competencies.

Identifying competencies is the basis forHR planning.

It provides the framework for individualtraining and development, career planning

and training needs analysis.

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Competency Mapping

Competency mapping identifies anindividuals strengths and weaknesses inorder to help them better understandthemselves and to show them where

career development efforts need to bedirected.

It is a process of identifying key

competencies for an organization and/or ajob and incorporating those competenciesthroughout the various processes (i.e. jobevaluation, training, recruitment) of the

organization.

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Process Role Profiling or job analysis tools help

companies extract knowledge of corecompetency requirements from internalexperts and allows the company to have anynumber of job expert raters contributeratings on a standard competency scale for

any job title or position.

The accumulated ratings are transformed intoa composite template defining the ideal

competency set for that position.

Employees or job applicants then complete aself-report version and their results are

mapped against the template.

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Competency Mapping with end result of Job

evaluation

Conduct a job analysis by asking applicants tocomplete a position informationquestionnaire(PIQ). This can be provided for

applicants to complete, or can conduct one-on-one interviews using the PIQ as a guide.

Using the results of the job analysis, develop

a competency based job description.

After careful analysis competencies arecompared against the standard ones.

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Using competencies will help guide one toperform more objective evaluations basedon displayed or not displayed behaviors.

The results of evaluation helps to identifyin what competencies individuals needadditional development or training. Thiswill help you focus your training needs onthe goals of the position and company andhelp your employees develop toward theultimate success of the organization.

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Strengths

Helps the companies to determine gaps.

Contacts between employees andemployers may increase mutualappreciation.

Integrates activities of all the departmentstowards a common goal.

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Weaknesses

Time-consuming to review each

department.

Not Assessing the Results Accurately.

Believing the Map is the Ultimate Goal.

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Conclusion..

Competency Mapping is useful not only fromthe individual but also from organisationspoint of view as it defines the competenciesrequired for the position.

It can be undertaken through psychologicaltesting.

However it is an area which is leastexplored in India and thus many Indiancompanies are unaware of this trend.