Today organizations are all talking in terms of competence instead of skill set.
It has been a general observation that hard work, sincerity, knowledge
, intelligence alone does not make a person
a star performer in his profession. There are other factors that help an individual excel in his job.
Good managers are generally aware about different qualities a person must possess to do a job effectively, and they make use of their knowledge to select and train their subordinates. Organizational psychologists have refined this understanding and converted it into a structural and formal process called Competency Mapping.
It has emerged as one of the most powerful tools aiding the improvement for the HR professionals in finding the right employee for a job and development of the employed person in doing the assigned job effectively.
Thus, Competency Mapping is all about identifying preferred behaviors and personal skills which distinguish excellent and outstanding performance from the average. Competency is a underlying characteristic of a person that enables him to deliver superior performance in a given job, role and situation. Competencies are mainly seen as inputs. It consists of a cluster of skills, knowledge, attributes and behaviors that affects a persons ability to perform.
Generally speaking, competency mapping examines two areas: emotional intelligence and strengths of the individual in areas like team structure, leadership and decision-making. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers. As a result of competency mapping, all the HR processes like talent induction, appraisals and training yield much better results.
Competency mapping serves a number of purposes. It is done for the following functions: Gap Analysis
, Role Clarity, Selection, Potential Identification, Growth Plans, Succession Planning
, Restructuring, Inventory of competencies for future planning.
Step 1 : Identify departments for competency profiling.
Step 2: Identifying hierarchy within the organization and selection of levels.
Step 3: Obtain the job descriptions:
Step 4: Preparation of semi structured interview:
Step 5: Recording of interview details:
Step 6: Preparation of a list of Skills:.
Step 7: Indicate proficiency levels:
Step 8: Validate identified competencies and proficiency levels with immediate superiors and other heads of the concerned department:
Step9: Preparation of competency dictionary:
Step 10: Mapping of competencies
The roots of competency modeling date as far back as the early 1900’s but these models have become widely popular these days. A competency model is an organizing framework that lists the competencies required for effective performance in a specific job, job family (e.g., group of related jobs), organization, function, or process. Individual competencies are organized into competency models to enable people in an organization or profession to understand, discuss, and apply the competencies to workforce performance.
- Organizational Approaches Models
- HR Systems Approaches Models
- Team Approaches Models
- Individualistic Models
AREAS OF COMPETENCY MAPPING:
Competency based recruitment
Competency based interviews reduce the risk of making a costly hiring mistake and increase the likelihood of identifying and selecting the right person for the right job.
Competency based Performance Appraisal
1. Establishment of clear high performance standards.
2. Collection and proper analysis of factual data against the set standards.
3. Conduct of objective feedback meetings.
4. Direction with regard to specific areas of improvement
Competency based training
1. Competency based appraisal process leading to effective identification of training needs.
2. Opportunity to identify/ develop specific training programmes – Focused training investment.
3. Focused Training enabling improvement in specific technical and managerial competencies.
Competency based Development
1. Contribute to the understanding of what development really mean, giving the individual the tools to take responsibility for their own development.
2. Give the line managers a tool to empower them to develop people.
Competency based succession planning
Assessing employees’ readiness or potential to take on new challenges.Determining the person job fit can be based on matching the competency profile Of an individual to the set of competencies required for excellence within a profession. Individuals would know the competencies required for a particular position and therefore would have an opportunity to decide if they have the potential to pursue that position.