Competency Mapping By: Farah Naz Siddiqui MBA III Sem

WHAT IS COMPETENCY MAPPING?

Competency mapping involves the process by which we determine: The nature and scope of a specific job role, the skills required, the level of knowledge required, and the 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.

DEFINITION

Competency can be defined as the process of identifying key attributes and skills for each position and process with in the company.

CHARACTERISTICS OF INDIVIDUAL IN COMPETENCY

Motive: Underlying need or thought pattern that drives, directs and selects an individuals behavior. Eg need for achievement Trait: A general disposition to behavior responds in a certain way, for instance with self-confidence, self-control, stress resistance Self-concept: What they think they value, what they think they do or interested in doing Knowledge: Content knowledge

COMPETENCY MAPPING THROUGH

FOLLOWING STAGES

Job Analysis Behavioral Event Interview

PROBLEM WITH COMPETENCY MAPPING

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.

WHO CAN IDENTIFIES THE COMPETENCIES?

Experts HR Specialists Job Analysts Psychologists

METHODS USED IN COMBINATION FOR COMPETENCY MAPPING

Interviews Group work Task Forces Task Analysis work Shops Questionnaire Use of job description

Thank you

NEED FOR COMPETENCY MAPPING

Focus on performing Roles. For time management Building the core competition

BROAD CATEGORIES IN COMPETENCY

Generic Competencies which are considered essential for all employees regardless of their function or level. For example - Communication, initiative, listening skills etc. Managerial Competencies Competencies which are considered essential for managerial or supervisory responsibility

BROAD CATEGORIES IN COMPETENCY

Technical / Functional Specific competencies which are considered essential to perform a specific role in the organisation within a defined technical or functional area of work.

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

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

COMPETENCY BASED TRAINING

Opportunity to identify/ develop specific training programmes Focused Training enabling improvement in specific technical and managerial competencies

COMPETENCY BASED DEVELOPMENT

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

COMPETENCY BASED PAY

Provide an incentive for employees to grow and enhance their capabilities