Competency Mapping

"Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role. "

"A competency map is a list of an individual’s competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan."

Download Sample Competency Mapping tool

Competencies are generally defined as the grouping of behaviors that encompass personal traits, skills, attitudes, behaviors and knowledge that are expressed in observable behavior and action, as characteristics of an individual, which underlie performance or behavior at work. These are fundamental building blocks that impact an organization's business results

Competencies are based on
-Knowledge: - information accumulated in a particular area of expertise (e.g., accounting, selling, servicing, management)
-Skills: - the demonstration of expertise (e.g., the ability to make effective presentations, or to negotiate successfully)
-Motive: - recurrent thoughts driving behaviors (e.g., drive for achievement, affiliation)
-Attitude: - self-concept, values and self-image
Traits: - a general disposition to behave in certain ways (e.g., flexibility)

Types of Competencies:

The four major types which are normally evaluated as: -
-Mobilizing innovation and change: - ability to conceptualize, creativity, risk-taking, visioning.
-Managing people and tasks: - coordinating, decision-making, leadership / influencing others, managing conflict, planning, and organizing.
-Communication: - interpersonal relationships, listening to others, oral and written communication.
-Managing self: - learning new things, time management, personal strategies, problem solving.

HR Functional Role lies in:
-Identifying Competencies required by organisations
-Designing the Assessment/Development Center ( For Selection/promotion and development of managers)
-Designing scientific instruments for assessment (Psychological tests, In-Baskets etc)
-Developing Internal Assessor capabilities
-Facilitating Developmental outcomes/action plans
-Institutionalizing the process in the organisation

Objectives of Competency Mapping and Assessment:

-Creating a competency based culture in the organization.
-Identifying and building competencies of individuals as efficient and effective managers.
-To ensure that the right people are identified and placed in the right jobs & employee potential is identified, developed and utilized to the fullest extent.
-Help uplift the competencies of critical groups of managers by providing them insights into their competencies and development opportunities.

Core competencies which every effective HR professional should develop:

Business knowledge - capacity to understand competitive issues impacting the business (e.g., market, products, technology, processes) and to understand how business can create profit and value

Customer orientation - ability in viewing issues from the perspective of customers

Effective communication - the ability to provide both verbal and written information clearly, consistently, and persuasively

Credibility and integrity - to walk what you talk, act with integrity in all business transactions, and honor personal commitments

Systemic perspective - the ability to view problems and issues in the context of the bigger picture and understand the interrelationships among subcomponents

Negotiation and conflict resolution skills - the capacity to reach agreements and consensus in spite of different goals and priorities


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