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Competency Mapping

Competency can be defined as the process of identifying key attributes and skills for each position and process within the company. Competency Mapping involves the process by which we determine the nature and scope of a specific job role, skills required, level of knowledge required and 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. Performance is a deliberate set of actions that an individual takes in order to achieve a desired result that has got value to the individual. Characteristics of individual in competency o Motive: Underlying need or thought pattern that drives , directs and selects an individuals behavior. E.g. need for achievement o Trait: A general disposition to behavior responds in a certain way, for instance with self-confidence, self-control, stress resistance o Self-concept: What they think they value, what they think they do or interested in doing o Knowledge: Content knowledge Two major categories of competencies o Threshold competencies - They are the characteristics, which any job holder needs to have to do that job effectively but do not distinguish the average from superior performer. o Differentiating competencies - They are the characteristics, which superior performers have but are not present in average performers. Problem with competency mapping o 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.

Procedure For Acquiring Competencies o Trait Self-Image Skills Thought process Behaviour Methods used for competency mapping o Interviews o Group work o Task Forces o Task Analysis work Shops o Questionnaire o Use of job description Conflict Management anticipates or seeks to resolve confrontations, disagreements, or complaints in a constructive manner. Competency Map is a list of an individuals competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individuals current career plan. Broad categories in competency o Generic-Competencies which are considered essential for all employees regardless of their function or level. For example - Communication, initiative, listening skills etc o Managerial Competencies-Competencies which are considered essential for managerial or supervisory responsibility o Technical / Functional-Specific competencies which are considered essential to perform a specific role in the organization within a defined technical or functional area of work. HR Functional Role lies in o Identifying Competencies required by organizations o Designing the Assessment/Development Center ( For Selection/promotion and development of managers) o Designing scientific instruments for assessment (Psychological tests, In-Baskets etc) o Developing Internal Assessor capabilities o Facilitating Developmental outcomes/action plans

o Institutionalizing the process in the organization Application of competencies o 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. o Competency based Performance Appraisal-Competencies enable establishment of clear high performance standards collection and proper analysis of factual data against the set standards. conduct of objective feedback meetings direction with regard to specific areas of improvement o Competency based Training-These are opportunity to identify/ develop specific training programs focused Training enabling improvement in specific technical and managerial competencies o Competency based Development-These 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 o Competency based Pay-Competencies provide an incentive for employees to grow and enhance their capabilities