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competency mapping - 1

competency mapping - 1

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Published by: catchardip on Nov 20, 2009
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02/01/2013

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Competency Mapping
Introduction

A lot is going on in recent times on the issue of competency mapping. A lot of resource is spent and consultants are invited to do competency mapping. Competency mapping is gaining much more importance and organizations are aware of having good human resources or putting the right people on right job.

Competency mapping is important and is an essential exercise. Every well managed firm should have well defined roles and list of competencies required to perform each role effectively. Such list should be used for recruitment, performance management, promotions, placements and training needs identification.

In performing or carrying out work, it is essential that the required job skills first be articulated. This information not only helps to identify individuals who have the matching skills for doing the work but also the skills that will enhance the successful performance of the work. Yet often to perform well, it is not enough just to have these skills. It is also critical to complement the skills with the necessary knowledge and attitudes. For e.g. the necessary knowledge will enable an individual to apply the right skills for any work situation that will arise while having the right attitude will motivate him to give his best efforts. These skills, knowledge and attitudes required for the work are usually collectively referred as competencies.

What is Competency?
Competency is an underlying characteristic required to perform a given task, activity, or
role can be considered as competency. Competency has the following forms:
\u2022
Knowledge
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Skills
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\u2022
Attitude

These three factors are important for identifying competency in a person. Different individual requires different competency for e.g. a person working in a manufacturing unit may require different competency than a person working in an IT sector. Competency difference from industry to industry. According to Harvard Business Review Daniel Katz grouped competency into three areas which later expanded in to the following four:

\u2022
Technical
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Managerial
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Human
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Conceptual
In competency mapping all details of the behaviors (observable, specific, measurable etc)
to be shown by the person occupying that role are specified.
Who Identifies Competencies?
Competencies can be identified by one of the following category of people:
\u2022
Experts
\u2022
HR Specialists
\u2022
Job analysts
\u2022
Psychologists
\u2022
Industrial Engineers
What Methodology is used?
The following methods are used in combination for competency mapping:
\u2022
Interview
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\u2022
Group work
\u2022
Task Forces
\u2022
Task Analysis workshops
\u2022
Questionnaire
\u2022
Use of Job descriptions
\u2022
Performance Appraisal Formats etc.
How to Identify Competency?
The process of identification is not very complex. Some of the methods are given below:

1. Simply ask each person who is currently performing the role to list the tasks to be performed by him one by one, and identify the knowledge, attitudes and skills required to perform each of these jobs. Consolidate the list and present it to a role set group or a special task force constituted for that role.

2. Appoint a task force for each role.
Who can do competency mapping?

Competency mapping is a task which can be done by many people. Now days all Management schools and those specializing in HR train the students in competency mapping. Any Masters in Management or Social Sciences or an Employee with Equivalent Experience and training can develop these competencies.

Some Tips on How to do Competency Mapping?

Pick up a job or role that is relatively well understood by all individuals in the company. For e.g. Sales Executive, Assistant HR Manager, Receptionist, PR Manager etc. are known to all and easy to profile. Work out competencies for this role if necessary with the help of job analysis specialist or an internal member who has knowledge of competency mapping.

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