What is Competency Mapping? How To Do Competency Mapping Effectively?
What is Competency Mapping? How To Do Competency Mapping Effectively?

What is Competency Mapping? How To Do Competency Mapping Effectively?

Every individual and employee is unique and the same is also true with organizations. Competency mapping is a technique which makes us of more systematic and systematic approach to define key behaviors that will lead to organizational or project success. As we all know it is not easy to scientifically define behavior, however competency mapping provides solution to that problem

WHAT IS THE MEANING OF COMPETENCY MAPPING?

What is the meaning of competency mapping

The modern HR professionals have a job that every employee performs to the best of their abilities by identifying a role which is best suited for them. This matching of jobs and people to facilitate excellence in performance can be achieved through competency mapping.

Competency is your ability to do something successfully or efficiently. Thus competency mapping is a process of matching your competence with the job role and/or organization. Furthermore it is also about matching people to the job role and hence used even in selection.

The Definition of Competency Mapping

Competency mapping is the process of identifying the specific skills, knowledge, abilities, and behaviors required to operate effectively in a specific job or organization.  Competency maps are often also referred to as competency profiles or skills profiles.

APPLICATIONS OF COMPETENCY MAPPING

Some of the major practical applications of competency mapping includes

  1. Job Evaluation
  2. Project Planning
  3. Performance Management
  4. Job Analysis
  5. Succession Planning
  6. Recruitment

 

METHODS OF COMPETENCY MAPPING

What-is-Competency-Mapping,-How-To-Do-Competency-Mapping-Effectively

JOB ANALYSIS

This is the most crucial stage in the competency mapping. In this stage the job that the employee needs to perform is critically analyzed and this is broken down into four stages. This stage can also include a competency based questionnaire to find out the following.

  1. Tasks the employee needs to perform
  2. Behaviors that he or she need to demonstrate to achieve these tasks
  3. Behavioral indicators that would lead us to ascertain that these behaviors are being demonstrated
  4. Defining proficiency for each behavior

Let us take understand by an example. If we are doing competency mapping for a job role of team leader for a software development firm. One task that team leader has to perform is to ensure productivity of all his team members. Accountability towards the team results and ensuring productivity of each individual in the team is the behavior that he or she needs to demonstrate.

Now we may identify behaviors that would lead to the productivity of the employees. The behaviors that would lead to this competency can be his or her ability to set goals, ability to provide direction, ability to coach and so on. This is the the identification of indicators that would lead to the final behavior and thus are called behavioral indicators.

INTERVIEW

It involves face to face interaction to determine and fine tune behaviors and behavioral indicators. The interview at this stage can involve the individual already in the job role, his or her supervisor, HoD or even the project manager in case of projects.

DEVELOP COMPETENCY BASED JOB DESCRIPTION (JD)

DEVELOP COMPETENCY BASED JOB DESCRIPTION (JD)

A competency based job description is then arrived at. For e.g in case of the team leader the the job description will mention all the behaviors required to be successful in the job role. It can include accountability for productivity, efficiency of work, quality of work, adherence to timelines and more.

MAPPING THE COMPETENCIES

In this stage mapping the competencies and behaviors to the job role happen. Also in this stage the proficiency for each role is also determined. For e.g a team leader has to have a proficiency of 3 out of 5 for ensuring productivity of his or her employees. A top leader may need to exhibit a proficiency of 4.5 out of 5 for the same.

Look how competencies and behaviors may remain the same but proficiency may vary across various levels in the organization.

IDENTIFY CRITICAL COMPETENCIES FOR FURTHER DEVELOPMENT

IDENTIFY CRITICAL COMPETENCIES FOR FURTHER DEVELOPMENT

Identifying critical and key competencies can help create detailed role directories that can guide organizations when making hiring or promotion decisions specific to that position. In the present economic environment, employee performance is a primary concern of HR managers and the best way to recognize performance is to observe key characteristics of high performing employees that distinguish them from less productive employees.

SOME OF THE TOOLS USED FOR COMPETENCY MAPPING

  1. INTERVIEWS
  2. COMPETENCY BASED QUESTIONNAIRES
  3. ASSESSMENT AND DEVELOPMENT CENTERS
  4. CRITICAL INCIDENTS TECHNIQUE
  5. PSYCHOMETRIC TESTS

CONCLUSION

Not only does Competency mapping help in the Appraisal process, but as mentioned above, it helps in hiring the right talent through better filtering of the core competencies required for the job and eliminating the unqualified candidates. Furthermore, it helps in shortening the recruitment cycle by getting only those candidates who possess the skills as mentioned in the framework and putting them in the right department from day one to ensure the efficiency and effectiveness is maintained. Overall, the necessity of a Competency Framework is a must for every organization, but it is with the support of the management that its effectiveness can be rightly put in plac

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