COMPETENCY MAPPING
A competency is an underlying characteristic of an individual which enables him/her to deliver superior performance in a given situation. Competencies consist of clusters of knowledge, attitude and skill set. Competency mapping is the assessment of employee skill set as an individual and as part of a team. Competency mapping is a process of identifying key competencies for a particular position in an organization, and then using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc. Competency mapping is about identifying behaviors and personal skills which distinguish excellent and outstanding performance from the average. It also involves identifying key competencies required by a team at a lower level and by the organization as a whole to achieve desired results. Competency mapping generally involves examining two areas i.e. emotional intelligence and other individual strengths like decision making, team work, performing under pressure etc.
Steps in Competency mapping
1) Role Competencies
To start at the basic level we need to understand and define role and role competencies mean a set of competencies required to perform a given role, each competency further has a skill set.
a) Identification of Role Competencies
i) Structure & list of roles. ii) Definition of roles. iii) Job description. iv) Competency requirement.
b) Structure and List Roles:
i) Organizational structure study and examination. ii) List of all the roles in the structure. iii) Identify redundant and overlapping roles. iv) Final list of roles.
c) Definition of Roles
i) Identify key process areas of the role (KPA). ii) Link the KPAs with dept and organisational roles. iii) Position the role in perspective with that of others.
d) Job Description
i) List down all the tasks. ii) Categorize activities under major heads.
e) Competency Identification:
i) Identify the following:
(1) Role holder interview and listing
(2) Internal & external customer interview and listing
(3) Star performer interview and listing.
(4) Role holder critical incident analysis. ii) Consolidate the above and make a checklist of the coompetecies. iii) Rank-order and finalise competencies critical to the role.
2) Competency Assessment
Once role competencies are studies we come to this next step of competency assessment. Following methods are used for this.
a) Assessment/Development Centre
b) 360 Degree feedback
c) Role plays
d) Case study
e) Structured Experiences
f) Simulations
g) Business Games
Using the above mentioned methods like for e.g. 360 degree approach would involve assessment by self and others. Others may include internal and external customers, boss, and peers, subordinate.
3) Competency Development
After understanding the role and identification of the competencies and further assessing the competencies for their viability, feasibility and requirement. We need to identify the existing competencies and develop the new found ones.
4) Competency Mapping The competency mapping now will involve strategic structuring of the organization. Here the human resource department has to ensure competencies in each role. The steps are as follows.
a) Structure Role congruence:
i) Each role to be unique ii) Non-Repetitive iii) Value adding
b) Vertical and horizontal role congruence
c) Ensure core competencies for each task
d) Link all the above and position to bring in competitive advantage
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