Competency Mapping

WHAT IS COMPETENCY MAPPING?

Competency mapping involves the process by which we determine:The nature and scope of a specific job role, the skills required, the level of knowledge required, and the behavioral capacities required to apply those skills and knowledge in that role.

Competency Mapping plays a vital role in selecting, recruiting and retaining the right people. When the competency required for a particular position is mapped, an accurate job profile is created.

DEFINITION Competency can be defined as the process of

identifying key attributes and skills for each position and process with in the company.

CHARACTERISTICS OF INDIVIDUAL IN COMPETENCY

Motive: Underlying need or thought pattern that drives, directs and selects an individuals behavior. Eg need for achievement

Trait: A general disposition to behavior responds in a certain way, for instance with self-confidence, self-control, stress resistance

Self-concept: What they think they value, what they think they do or interested in doing

Knowledge: Content knowledge

COMPETENCY MAPPING THROUGH FOLLOWING STAGES

Job Analysis

Behavioral Event Interview

PROBLEM WITH COMPETENCY MAPPING

A problem with competency mapping, especially when conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies.

WHO CAN IDENTIFIES THE COMPETENCIES?

Experts HR Specialists Job Analysts Psychologists

METHODS USED IN COMBINATION FOR COMPETENCY MAPPING

Interviews Group work Task Forces Task Analysis work Shops Questionnaire Use of job description

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NEED FOR COMPETENCY MAPPING

Focus on performing Roles. For time management Building the core competition

BROAD CATEGORIES IN COMPETENCY

GenericCompetencies which are considered

essential for all employees regardless of their function or level. For example - Communication, initiative, listening skills etc.

Managerial CompetenciesCompetencies which are considered

essential for managerial or supervisory responsibility

BROAD CATEGORIES IN COMPETENCY

Technical / Functional

Specific competencies which are considered essential to perform a specific role in the organisation within a defined technical or functional area of work.

COMPETENCY BASED RECRUITMENT Competency based recruitment processes

reduce the chances of a costly hiring mistake and increase the likelihood of identifying and selecting the right person for the right job

COMPETENCY BASED PERFORMANCE APPRAISAL

Competencies enable establishment of clear high performance

standardsCollection and proper analysis of factual

data against the set standards.Conduct of objective feedback meetings direction with regard to specific areas of

improvement

COMPETENCY BASED TRAINING Opportunity to identify/ develop specific

training programmes

Focused Training enabling improvement in specific technical and managerial competencies

COMPETENCY BASED DEVELOPMENT

Competencies enhances the understanding of

‘development’ and the individual gets the necessary tools to take responsibility for their own ‘development’

give the managers a tool to empower them to develop people

COMPETENCY BASED PAY Provide an incentive for employees to grow

and enhance their capabilities