Competency Mapping

by Jegan Sekar

Agenda

What is Competency? What is Competency Mapping? Why? - Micro picture Why? - Macro picture Who does? Methods Steps Application Questions

What is Competency?

Any underlying characteristic required for performing a given task, activity, or role successfully can be considered as competency Competency may take the following forms: knowledge, attitude, skill, other characteristics of an individual including: motives, values, etc.

What is Competency Mapping?

Competency mapping is the process of identification of the competencies required to perform successfully a given job or role or a set of tasks at a given point of time It consists of breaking a given role or job into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, attitudes, skills, etc.) needed to perform the same successfully

Why? - Micro View (1)

When the competency required is mapped, an accurate job profile is created With an accurate profile the entire recruitment process becomes easier and effective The candidates who applies is well aware of what the position demands The interviewer know exactly what to look for in the candidate Once recruited, employee perform well as they know what is exactly required from them

Why? - Micro View (2)

Employee understands the growth within the company as the hierarchy and requirement is clearly defined for all the positions Helps employee to align his efforts in the direction of the company's requirement.

Overall, it brings a degree of transparency and motivates the employee

Why? - Macro level

STRATEGIC FRAMEWORK
COMPETENCY FRAMEWORK COMPETENCY MODELING FRAMEWORK

Organizational Strategy
Vision, Mission, Values, Strategic, Intent, Corporate Governance, Corporate Social Responsibility & Ethics

Core Competencies (Organizational wide)

Stakeholder Interest

Market Positioning

Business Strategy
Business Plan & Goals, Culture People, Technology

Achieving Business Targets Business Competencies Employee Satisfaction

Teamwork Strategy
Leadership, Communication Conflict Management, Interpersonal Skills, Project Orientation, Self Managed Teams (SMT)

Team Competencies (Project driven)

Profit Center Orientations Team Development & Synergy

Role Strategy
Ability, Autonomy, Multiskilling, Task identity, Performance Evaluation & rewards and performance development

Role Competencies (Role wise)

Performance Accomplishment Individual Development

Who does?

Competencies can be identified by one of more of the following category of people: Experts, HR Specialists, Job analysts, Psychologists, Industrial Engineers etc. in consultation with: Line Managers, Current & Past Role holders, Supervising Seniors, Reporting and Reviewing Officers, Internal Customers, Subordinates of the role holders and Other role set members of the role (those who have expectations from the role holder and who interact with him/her)

Methods used for Competency Mapping

The various methods used in combination for competency mapping

Interviews Group work Task Forces Task Analysis workshops Questionnaire Use of Job descriptions Performance Appraisal Formats etc.

Steps

First: A job analysis is carried out by asking employees to fill in a questionnaire that asks them to describe what they are doing, and what skills, attitudes and abilities they need to have to perform it well

Second: Having discovered the similarities in the questionnaires, a competency-based job description
Third: Having agreed on the job requirements, one starts mapping the capability of the employees to the benchmarks

Application
Job Evaluation SelfDevelopment initiatives

Recruitment

Training need identification, training and development

Competency Mapping

Career Planning

Employee potential appraisal for promotion Succession Planning

Performance Management/ Diagnositics

Questions?

Thank You!