Competencies Mapping and Development

Introduction
Today organizations are talking about competence not talk about skills sets. Earlier people
used to talk in the term of skills sets, which would make their organizations competitive. But
now these days they are believing in excelling not in competing.
Organizations who look towards future they rely on competent employees rather than any
other resource. Competencies are the inner tools which motivate employees, directing
systems and processes and taking the business towards common goals of employee and
organization that allow the organizations to increase its value. Competency is integrated
with all the major HR functions and services like Recruitment, Training, Performance
Management, Career and succession Planning and integrated human resource management
system.

1.1-What is Competency?

Competence: A work- related ability to do work well or do up to the necessary
standard.
Competency: To perform a given task successfully person have some underlying
characteristic those characteristic can be considered as competency. Competency
may take the following form:
Skills
Knowledge
Behaviour
Attitude
Values & Motives

Types of Competency
Generic Competencies: Competencies which are considered essential for all
employees regardless of their function or level Communication, initiative, listening
etc. These are basic competency which are required to do a task, at all level of job.
Managerial Competencies: Competency which are considered essential to perform a
task at managerial or supervisory level.
Threshold or Performance: Those competency which can differentiate by high and
low performance.


Why do we need it?
Employees Need: Knowledge about competencies help them to give better output.
What I am on skills?
What are the gaps? How can I improve skills?
What an organisation expect form my role?
What are possible future roles?

Organizational/Business need: It help in to increase Organization
Performance
Productivity.


1.2- Meaning and concept of Competency Mapping.
To perform successfully a given job or set of task at a given point of time we need some
competencies, the process of identification of these competencies is competency mapping.
By breaking a given role or job into some task and activities and identifying the
competencies (Behavioral, Conceptual knowledge, Technical, Managerial and Attitude and
Skills etc.) required to perform the same successfully.

Competency Map: List of an individuals competencies that represent the factors
which are much needed to get success in given jobs, departments, or organizations
that are part of the individuals current career plan.

Competency Mapping: To identify and describe competencies which are much
needed to get success in a work situation or work role for an individual uses, this
process is competency mapping.

Competency Profile: For an effective performance in a particular profession there
are need of sum competency, and the process of identifying these competencies is
Competency profiling. Competency profiling is company/business specific.


Steps in Competency Mapping:
The steps involved in competency mapping is start with competency profiling and with an
end result of job evaluation include the following:



Steps:
1. Identify department for competency profiling:
2. Identifying hierarchy within the organization and selection of levels:
3. Obtain the job descriptions:
4. Preparation of semi structured interview:
5. Recording of interview details:
6. Preparation of a list of skills:
7. Indicate Proficiency levels:
8. Validate Identified competencies and proficiency levels with immediate superiors and
other heads of the concerned department:
9. Preparation of competency dictionary:
10. Mapping of competencies.


Competency Modeling
The birth of competency modeling is near 1900s but these days these model are more
popular. It is an organizing framework that lists the competencies required for effective
performance in specific job, job family (e.g., group of related jobs), organization, function, or
process. For understand, discuss and apply the competencies to workforce performance in
an organization or profession, individual competencies are organized into competency
models.
The competencies in a model may be organized in a variety of formats. There are several
approach to identify several competencies that are essential for all employees and no one
approach is inherently best, organizational needs decide that which one is optimal. Some
competency models are organized according to the type of competency, such as leadership,
personal effectiveness, or technical capacity.
Other models may employ a framework based on job level, with a basic set of competencies
for a given job family and additional competencies added cumulatively form each higher job
level within the job family.





Skills + knowledge + Ability
=
Competency
=
Observable behavior
=
Effective Outcomes
=
Strategic Success Modeling - A Competency Model


Figure 1




USE OF COMPETENCY MAPPING
Competency mapping serves a number of purposes. It is done for the following functions:
Role Clarity
Selection, Potential Identification, Growth plans.
Gap Analysis
Succession Planning.
Restructuring
Inventory of competencies for future planning

Area of Implementation
























Role of Competency in different areas of HR

Competency based recruitment:
Reduce the risk of making a costly hiring.
Reduce mistakes.
Replacement plans &
Recognition
Performance
Management System
Recruitment & Selections
Career Plan & Career
Development
Competency requirement
Competency availability
Competency acquisition/
Development
Succession plans &
Succession
Development
Training /development
Plans & Programs
Identifying and selecting the right person for the right job.

Competency based Performance Appraisal:
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.

Competency based Training:
Effective identification of training needs.
Focused training investment.
Improvement in specific technical and managerial competencies.

Competency based succession planning:
Employees readiness or potential to take new challenges.
Job assigned on the basses of matching job competency profile with individual
competencies.

Competency based career planning:
Identify the Competency required for particular jobs.
Identify the individual competencies in employees.
Make their career path to that area of work in which individual competency will
meet job competency.



1.3. COMPETENCY MAPPING AND DEVELOPMENT
Competency mapping is the process of identifying and describe competencies which are
much needed to get success in a work situation or work role for an individual uses. And
Competency Development is nothing but the process of develop those required competency
in an individual buy training and other methods so the outcome from individual can be
increased or up to the required standard.
So we can say that Competency Mapping and Development is process by which an
organization or firm will increase their output and meet their organizational goals. This is
step by step process in which by follow these steps organization can maximize the output of
their employees and help them to achieve their individual goals so organizational goals can
be achieved.
Steps for Competency Mapping and Development:
1. Identify the post or job for which mapping and development is needed,
2. Identify the competency which are needed for those particular job,
3. Identify competency of individual who are on the particular job or post,
4. Identify those area in which employee competency is not up to the needed competency,
5. Make action plan to develop required competency in employee,
6. Implementation of action plan.


By following these steps an organization can improve the productivity. In todays
competitive environment Competency mapping and development play an important role for
an organization to stay in competition and stay one step ahead form other firms or
organizations.
In these days when skills are not only factor by which the output of employees will increase,
competency play crucial role for an organization to maintain their required standard of
work. It is very important for an organization to continue work on competency development
for compete their competitor.