“Competency Mapping” refers to a process through which the competencies of the necessary process are identified. It is done to determine the critical activities of the mandatory processes of the organization. If Competency Mapping is done, then the organization can identify its area of thrust and can take necessary actions for future implementation of the activities. In the Competency Mapping, the process is break down into sub components named as activities and the competency of all these activities are identified.

Organizations perform the task of Competency Mapping to determine the areas which are crucial for its proper working and success. The competencies which are included in the identification are Managerial, Behavioral, Technical, Skill based, Attitude based and Conceptual Knowledge based. All these aspects together lead to determine the actual status of the activity completion and process functioning which is important for the organization.

Competency Mapping is made up of two terms – Competency + Mapping, Where, Competency refers to clarify any underlying characteristic that is required to perform the process or the activity and Mapping refers to the scheduling of the activities in a sequential order. Together, Competency Mapping refers to the proper scheduling of the activities which are required for the completion of the crucial processes.

Competency has following three parameters:

Skills Knowledge Attitude

Mapping the Competencies – The Process:

In any organization, one of the major concern areas for the Human Resource Department is to determine the competencies of the processes and to evaluate the strength level of the person working on it. Competency Mapping has emerged as a major concern for the organization in the recent times and has attracted the attention of the top management. To conduct the competency mapping certain steps needs to be followed, which can be summarized as follows:

1. At the initial level, H.R. Personnel should select the job(s) from which the competencies are to be identifies. 2. Before starting the competency procedure, a specific profile is to be set for the jobs which are to be evaluated in the future. 3. A small meeting with the person who is handling the process or the job is done. 4. People (on the job) are asked about the responsibility, duties, pressure, performance limits and power structure.

. For determining the present level of the individual (working on the process). peers. In case of discrepancy in between the actual requirement of the capability and the desired level. 7. All the data collected is to be recorded in a systematic sequence. All the employees would be properly informed about the competencies which are crucial for performing their task or job. After assessing the competency requirement for the job. systematically evaluated and processed by the H. 11.R.5. These competencies are noted for the future reference of the job and the job holder respectively. 6. All the information is collected. All the people who are not directly attached to the process but indirectly are attached to it are asked about the major competency issues. Information from the superiors. 10. The information can be collected from direct interview or through questionnaires or e-mails (whatever is suitable). All the activities which are crucial for the proper execution of the activity of the process are marked separately. 15. co-workers and subordinates are also collected. 8. the present level of the individual working on the process is judged. Competency Identification worksheet can be prepared. 14. 16. personnel and the crucial factors (which are necessary for the success of the process) are determined. 12. The worksheet includes all the issues related to the job and the data collected form the individuals directly or indirectly in the organization. the individual working with the specific set of process (s) is provided with the training. 13. 17. 9. The data collected will be reserved with the HR Department for the future reference (for next competency mapping or job up-gradation process).

R. Department personnel for assessing the level of the employee working on a specific process. 1 = Not Known/Absent 2 = Slightly Known 3 = Known . It can be prepared by the organization on the basis of their requirements. the H.Competency Identification Worksheet: Competency Identification worksheet is prepared by the H. These worksheets are constructed to attain knowledge about the present level of working and gap in contrast to the desired standards. Personnel can determine the present standard of working of the employee and the required level of skills. Through the worksheet.7 parameter. · All the fields are mandatory to be filled.R. An example of the worksheet which can be constructed for the identification of the competencies is: · Rating is done on 1.

4 = Well Knowledge 5 = Average Known 6 = Above Average Knowledge 7 = Excellent knowledge Hypothetical Example (A small practical worksheet) Duty/ Role of the Employee (Suppose Sales Manager): a. To determine the new areas. To manage the team members. c. b. . To assess the monthly sales.

To establish a proper communication channel between the employees. e. f.d. Match Competency level with the employee: Communication Leadership Skills . To maintain high rate of customer satisfaction. To evaluate the Data sheet on weekly basis.

After filling of all the sheets.Proactivity Clarity in concepts Innovativeness and Creativity Team Building skills · In this worksheet a number of issues can be added according to the job requirement. Some of them can be listed as follows: . Implementation of Competency Model: The Competency Model can be implemented in various areas of Human Resource. total score is calculated and the result is generated.

the crucial activities of each activity is generated and the task force working on the same (job/process) can be provided with the training to perform the work with correct and with accuracy. Through the help of the competency mapping. department can be functioned systematically. Reasons for Competency Mapping: .R. Competency Mapping plays a vital role. If the Competency Mapping is done in a planned manner then the various functions of H.Recruitment and Selection Competency Model Training and Development Reward and Recognition system Performance Management and Administration Career and Succession Planning In each field of Human Resources.

. Once the competencies are determined. 9. proper training can be provided to the individuals to work more efficiently on the processes. 6. The basic reasons due to which the mapping of the competencies is done are as follows: 1. Through competency mapping. Helps the individual to determine the areas where the development is required and thus leads the individual to develop a self development plan. Competency based approach can lead the individual to derive much efficient results (with more accuracy) as compared to work in a non-competency derived situation. Competency mapping leads the individual to understand the actual position and the gap from the desired status of work. 3. 4. With the help of the competency mapping the individual can alter the style of work where the gap exists. If the competencies are determined for the given job. 7. 8. 2. 5. Key performance areas can be improved by understanding the fields where there is a gap between the actual and the desired results.Competency Mapping is excessively used in the organization to determine the crucial elements and activities. By overcoming the differences in the desired level and the actual status of performance the individual can feel the increase in the self confidence and the motivation level. then the person whose career panning phase is taking place can consider those competencies and can be ready for the same. the individual is preparing himself for the next set of responsibilities.

This paper deals with component of competency. and strengths of the . recruitment) of the organization. provide specific guideposts as to how to develop the competency. which contain real-life examples of more competent behavior.e. training. p. Competency mapping plays a crucial role in career planning of the individual in the organization. Competency mapping is an process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.” (McClelland. David McClelland said that “definitions for various competencies. It generally examines two areas: emotional intelligence or emotional quotient (EQ). 1994. The feedback information also provides a basis for career counseling or explaining why a person should or should not be promoted. job evaluation.10. mapping process and benefits of using competency. INTRODUCTION Competency Mapping is processes of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i. 10) COMPETENCY MAPPING ABSTRACT This paper focus on competency marketing. competency model.

4. These kinds of skills can be determined. skill. knowledge and personal attributes. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers.SKILL: capabilities acquired through practice. such as knowledge of policies and procedures for a recruitment process. 3. It is . 2. and that. DEFINITION: According to Boyatzis(1982) “A capacity that exists in a person that leads to behaviour that meets the job demands within parameters of organizational environment. It can be a financial skill such as budgeting.BEHAVIOR: The observable demonstration of some competency. . leadership.PERSONAL ATTRIBUTES: inherent characteristics which are brought to the job. and decision-making. in turn brings about desired results” COMPONENTS OF COMPETENCY There are four major components of competency: 1. representing the essential foundation upon which knowledge and skill can be developed. or a verbal skill such as making a presentation. It is what people have to know to be able to perform a job. This refers to a body of information relevant to job performance. when one is ready to do the work. or for those seeking employment to emphasize the specific skills which would make them valuable to a potential employer. Competency mapping can also be done for contract or freelance workers.individual in areas like team structure.KNOWLEDGE: understanding acquired through learning.

presumably. HR generalist) . effective competencies are linked to a particular organizational target or goal. COMPETENCY MODEL: Competency model is a set of competencies that include the key behaviors required for excellent performance in a particular role. finance. Therefore. can be observed. taught..g. human resources) a specific role (e. one should discuss the design of the model with clients. the design of models may be geared toward: • • • the total organization (e. stakeholder requirements. competency model development should be determined in the process of design decision. In this stage. based on their specific needs and expected outcomes of the competency model. market realities and core capabilities of the firm.CONTEXT: Competencies are actually context bound. and measured. DESIGN DECISION In term of grand design. They answer the question ‘What does a superior performer look like in a specific setting?’ In other words. The following are some factors that need to be considered in deciding the design of the competency essentially definitive expression of a competency in that it is a set of action that. core competencies or values) an entire function (e.g. In a more technical design. learned. depending on the context. competency model should be guided by firm’s strategy which is shaped by four factors: vision & mission. 1.g..

Frequently. compensation analyst) 2. Consequently. the model needs to describe the behaviors that demonstrate that competency.. benchmark data. competency initiatives fail because models are too long and too detailed or because organizations spend too much time and too many resources researching and editing behaviors.g. if a goal of the company is to transcend functional barriers. Likewise. organizations fail to provide a simple framework to users in a timely manner.THE MODEL SHOULD BE LINKED TO STRATEGY: Effective competency models support and contribute to the company's and the function's strategy and goals. 4. Models that work best follow the 80-20 rule. They provide the 20% of behaviors that drive 80% of excellent performance. best practices) to create competencies. they might use future performance needs (i. The degree of future orientation depends on how the organization plans to apply the model and the pace and nature of changes occurring within the organization.. 3.• a specific job (e.LEVEL OF ORIENTATION: This factor deals with the level of orientation of the model: will the model reflect future or current job requirements.LEVEL OF COMPLEXITY: Two other critical factors should be considered in developing competencies the length of models and the degree of complexity and detail described in behavioral indicators. For instance. the model should describe the behaviors that demonstrate that competency. . if a goal is ensuring that all employees communicate and work together effectively. If an organization decides that their model will be based on future requirements.e.

size. a competency model is prescriptive. This is true even of the competencies needed for a position common to many companies. yet it must not be too binding. Rather than defining competencies in the context of "tasks. and readily adaptable to changing business environments. Not only does this approach increase a model's shelf life. such as the job of a financial analyst. It needs to be flexible enough to accommodate differing approaches to success. useful competencies articulate how the job is evolving and will best be performed in the future. strategy.THE MODEL SHOULD BE FUTURE-ORIENTED: Competency models with a forward-looking perspective stimulate organizational change." or how a job has traditionally been carried out. In this sense. Competencies needed for a company are determined by the company's unique characteristics. 7. It provides enough detail to distinguish between employees who are operating at different levels of proficiency. and industry. simple enough to be easily understood. for instance. such as culture. competency models are not easily transferable among companies. 6. it ensures that employees have enough time to understand what the required competencies are and to develop them.THE MODEL SHOULD BE COMPANY SPECIFIC: Unlike many job descriptions.5.THE DEVELOPED MODEL SHOULD BE FLEXIBLE: A good competency model functions as a performance management tool. It also helps a company articulate why an employee is at the current level and the competencies needed to advance. The competencies required of a financial analyst at an automobile manufacturer are vastly different from those required of a financial analyst at a health care company. MAPPING PROCESS: .

Required levels of competency for each job family. SECOND STAGE: Second stage requires understanding from the superior performers the behavioural as well as the functional aspects required to perform job effectively. The following are the five stages discussed in detail. THIRD STAGE: Third stage involves thorough study of the BEI Reports/ Structured Interview Reports. b. Measurement of competency. This stage requires preparation for assessment. FIRST STAGE: The first stage of mapping requires understanding the vision and mission of the organization. • • • • • Identification of the competency based on competency frame work. Care should be taken that the indicators should be measurable and gives objective judgment. If assessment centre is the choice for assessment then tools has to be ready . Methods of assessment can be either through assessment centers or 360 Degree Feedback c. FOURTH STAGE: a. Development of dictionary which involves detail description of the competency based on the indicators.There are about five stages while performing competency mapping.

and better employee retention. ii. FOR THE COMPANY • • Reinforce corporate strategy. Training to the assessor should indicate their thorough understanding of the competencies and the tools and also as to how the behavior has to be documented. and employees as well. improved job satisfaction. managers. Prepare the schedule for assessment iv. FIFTH STAGE: This stage involves conducting assessment centre.beforehand i. SIXTH STAGE: Sixth stage involves detailed report of the competencies assessed and also the development plan for the developmental areas. Tools should objectively measure the entire competency required. . resulting in a systematic approach to professional development. and vision. Establish expectations for performance excellence. Determine the type of the tools for measuring competency ii. BENEFITS OF USING COMPETENCY MODEL There are some useful benefits of using competency model for the company. Usually it is a two day program which would involve giving a brief feedback to the participant about the competencies that has been assessed and where they stand to. culture.

Provide a common framework and language for discussing how to implement and communicate key strategies. Provide the basis for a more objective dialogue with their manager or team about performance. FOR EMPLOYEES: • • • • Identify the success criteria (i. Support a more specific and objective assessment of their strengths and specify targeted areas for professional development. Clarify standards of excellence for easier communication of performance expectations to direct reports. and career-related issues.e. behavioral standards of excellence)..e. FOR MANAGERS: • • • • Identify performance criteria to improve the accuracy and ease of the hiring and selection process. behavioral standards of performance excellence) required to be successful in their role. and career related issues. organization-wide standards for career levels that enable employees to move across business boundaries.. Provide development tools and methods for enhancing their skills. Provide more objective performance standards. development. development. Provide common.• • • • Increase the effectiveness of training and professional development programs by linking them to the success criteria (i. Provide a clear foundation for dialogue to occur between the manager and employee about performance. . Provide a common understanding of the scope and requirements of a specific role.

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They may also use competency mapping to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work. as part of an organization. and decision-making. and strengths of the individual in areas like team structure. It generally examines two areas: emotional intelligence or emotional quotient (EQ). leadership. Ads by Google IIM Management Programs for 3+ yrs Working Professionals. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers. Join 1 Yr Part Time .Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker and in some cases.

Executive Prog www. Buckingham and Clifton’s book. practice competency mapping through testing. when one is ready to do the work.IdeaMappingSuccess. and some people simply may not want to do the work involved to sufficiently map competencies. However. the disadvantage to using a book alone is that most people may have a few blind spots when they analyze their own competency. and others like it.CA Learn to Idea Map with Jamie Nast www. by using numerous books on the subject. Their perception of how others react to them may not be accurate. One of the most popular ones is Mind Mapping Success Workshop in Los Angeles. and by analyzing learning types. having the person sift through past work experiences. Thus a book like the above is often used with a human resources team. and analysis. Many studies find that people often overestimate their abilities. time. These kinds of skills can be determined. The value of competency mapping and identifying emotional . Competency mapping also requires some thought. or for those seeking employment to emphasize the specific skills which would make them valuable to a potential employer. Competency mapping alone may not produce accurate results unless one is able to detach from the results in analyzing past successes and failures. or with a job coach or talented Competency mapping can also be done for contract or freelance workers. initially published in 2001. Discover Your Strengths by Marcus Buckingham and Donald Clifton. making self-competency mapping results dubious.

If the company does not respond to competency mapping by reorganizing its employees. If the employer cannot provide a position for an employee that fits him or her better.strengths is that many employers now purposefully screen employees to hire people with specific competencies. a person will find themselves with strengths in about five to six areas. In other cases. Usually. 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. or finding a department at one’s current work where one's strengths or needs as a worker can be exercised. then it can be of little short-term benefit and may actually result in greater unhappiness on the part of individual employees. A person identified as needing to learn new things in order to remain happy might find himself or herself in a position where no new training is ever required. Sometimes an area where strengths are not present is worth developing. A problem with competency mapping. Related topics Gis Mapping Mapping Navigation Gis Map Knowledge Mapping Gis Maps . they may need someone who enjoys taking initiative or someone who is very good at taking direction. competency mapping can indicate finding work that is suited to one’s strengths. When individuals must seek new jobs. knowing one’s competencies can give one a competitive edge in the job market. Alternately. competency mapping may be of little use. They may need to hire someone who can be an effective time leader or who has demonstrated great active listening skills.

Now it is 4. get widget Discuss this Article Follow wiseGEEK Learn Something New Every Day .A MonsterIndia. without making suggested changes. It may find competency mapping has produced dissatisfied workers or led to a high worker turnover rate... more.Knowledge Mapping Software Knowledge Map Software Did You Know? China's GDP was To Apply for Clerk Jobs Submit Resume Now Sal: 2 . competency mapping can ultimately serve the individual who decides to seek employment in an environment where he or she perhaps can learn new things and be more intellectually challenged. Ads by Google Background Check for Employees Competency Performance Management Skills Employees Manual Ads by Google Guaranteed Banking Career Get Trained from Industry Experts Join IFBI for assured Bank Career IFBI. This may not resolve issues for the company that initially employed competency mapping.9% of world GDP in 1820.5 lakhs P. Being able to list competencies on resumes and address this area with potential employers may help secure more satisfying work.

anon75878 20 how can I do a project work on the concept of competency mapping? Please let me know. .anon65518 17 How do I prepare an HR score card? What are the procedures.anon86888 24 can you please tell the methodology to conduct competency mapping? . steps and formats used? . what is the procedure or the method to do the competency mapping? 2. What's the need for competency mapping in the present economic situation? . if any? 3.anon74437 18 can you please help me in forming a synopsis? .anon84345 23 good info .anon78504 21 Can I have few competency mapping samples? .25 1.anon61586 16 What are the procedures and methods of Competency .anon78667 22 what's the need for competency mapping in the present economic situation? . What are the limitations of competency mapping.

. .anon17050 7 what is the procedure or the method to do the competency mapping? What are all the objectives of the competency mapping study? .anon18959 8 what is the procedure & steps of competency mapping? .anon61583 15 i would like to do a project on competency mapping.madhavaa 4 Hey the article was pretty good but what i dont understand is how can the emotional intelligence of a person can be increased. can you suggest to me a questionnaire? .anon56304 13 how is a succession planning be prepared? ..Mapping? .anon51306 10 Explain the process of Job analysis and job design. because getting a high intelligence level may be feasible for a long run but in short run is it pragmatically possible because its all about human mind to resist adapting things easily. .anon19674 9 limitations of competency mapping if any.taashu 3 what is the procedure or the method to do the competency .. .anon61224 14 what are the objectives of competency mapping and what are the steps or procedure followed for it? .

mapping? .

kpilibrary.Competency Mapping Employees are always considered to be an organization's indispensable assets. for the betterment of the employee's career as well as the company's projection. It must be noted that competency is measured in the employee's quality(es) and not quantity (measurement of performance). 'how much will he perform'. The concept of competency is basically used to define a capability of being able. Thus. intellectually able and emotionally stable. read on… Ads by Google Key Performance Indicator How to measure business performance Search in 2500+ KPIs by industry www. To know more. Competency mapping is a technique that is used by the human resource team in order to determine the qualities of an employee that can be put to use. Competency is often defined as a quality of being adequately qualified. Competency mapping is a psychological test that helps the human resource management department to test the competence or competency of an employee or a potential employee. . Most of the companies use simple multiple choice question test to examine a person's competency. while mapping a person's competency the question 'when and where' comes into the picture and not 'how much'. For instance. an employee's ability to perform in a particular field is measured instead of The term competency is quite generic and related to human behavior and WLC College Management Courses in Mktg/Fin/HR/ Prjct Fin/Contract Mgmt/Talent Mgmt www.wlci.

his ability to work with other people. Traits: Traits can be physical and also behavioral. Several companies have started using competency mapping tools in order to know more about their prospective employees or even current employees. as per his aptitude and temperament. Competency mapping helps the company to know more about the person's skills and knowledge. Skill and Knowledge: Every employee has different skills and knowledge. due to the fact that. or the human resource team decides.Arya Chanakya. a competency mapping test on an employee would depict skills and knowledge of the person. when these ideals are respected the employee tends to remain happy and productive. The management bears in mind these simple ideals. Self Concept: Every person has an interpretation about himself and some self ideals. This book is an excellent leadership and management book and is more than 3000 years old. intelligence quotient. a well known royal adviser and prime minister from Vedic India. which is probably the first book on competency mapping. Some aspects about work such as a person's ability to work as a team member or a team leader or even his temperament to work individually are affected by this constitution. On an average. It must be noted that even a simple virtue of being patient is treated as a skill by the recruiters. even during day-to-day work. that where would a particular person work best. his constitution. There are several different factors that are considered during a competency mapping process. Knowing the traits of a person is absolutely important as the management's behavior with every person differs. Some important characteristics of a person's competency have been elaborated below. logic and emotions. penned a famous book known as the Arthashastra. the thesis and theories of human aptitude. emotional quotient and in general everything that is related to human behavior regarding work. What is Competency Mapping Competency mapping is a process with the help of which the employer. • • • • Constitution: Every person's personality is based upon a definite constitution. The book contains competency mapping models. his dedication and finally his willingness to work. The traits are usually related to the constitution. . There are also some simple processes that have been made by experts in the field of clinical psychology.

The total process of competency management ultimately helps the company in better personnel management and good workplace communication. .Competency mapping should not be seen as just another means to apportion and dispense rewards. All the stakeholders must see in the exercise an opportunity for long-term growth. CONCLUSION Competency mapping is one of the most accurate means in identifying the job and behavioral competencies of an individual in an organization . Competency management is thus often considered to be an indispensable management tool. And to see in it an exercise that has a significant and lasting value to individuals as well as to the organization. The key is to look at competency mapping as going beyond mere processes.A competency mapping presentation depicts every aspect of a person's personality.

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