IDS's Competency Mapping process is designed to measure and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify key attributes (knowledge, skills, and behavior attributes) that are required to perform effectively in a job classification or an identified process.
IDS's Competency Mapping process is designed to measure and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify key attributes (knowledge, skills, and behavior attributes) that are required to perform effectively in a job classification or an identified process.
IDS's Competency Mapping process is designed to measure and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify key attributes (knowledge, skills, and behavior attributes) that are required to perform effectively in a job classification or an identified process.
An IDS approach to addressing human performance issues
When organizations recognize that Where the output from the
people are truly their most valuable organizational maps meet the resource, then one of the roles they individual and group performance accept is helping employees manage capabilities, an overall trend line is their careers. Competency mapping created that identified where in the is an important resource in this process specific developmental environment, and is an adjunct to opportunities exists, and with what knowledge management and other specific population. organizational initiatives. Impact Analysis Competency Mapping Through the use of this field-tested IDS’s Competency Mapping process competency mapping process, IDS is is designed to consistently measure able to map individual and team and assess individual and group competencies to create hypothetical performance as it relates to the impact analysis on process outcomes expectations of the organization and that can be measured through its customers. It is used to identify automated simulations. By referring Identify key attributes (knowledge, skills, and to forecasted outputs, decisions can behavior attributes) that are required be made as to how to best manage, competencies to perform effectively in a job evaluate, and develop employee required to meet or classification or an identified process. performance; recruit and select individuals that possess the skills exceed customer Competency Mapping juxtaposes two required; and compensate individuals sets of data. One set is based on based on their demonstrated requirements organizational workflow and performance. processes. It starts with the clear articulation of workflow and processes, including all quality and quantity requirements, inputs and outputs, decision criteria, and most important, internal and external customer requirements. For each step in each process, specific performance requirements are identified with all associated metrics and expectations.