Competency Mapping

By: Amritpal singh bedi

Definition

Competency mapping involves the process by which we determine:The

nature and scope

of a specific job role

behavioral capacities required

the level of

knowledge required

the skills requiredCompeten

cy mapping

Need for Competency Mapping

Increased cost of manpower

competent people available for various critical roles

Selection of right kind of human resources

need for focus in performing roles-need for time management

Components of competency

Knowledge

• information a person possesses about specific areas

• comprises many factors like memory, numerical ability, linguistic ability-can be Scientific, Technical or Job related

Skill

• represents intelligent application of knowledge, experience, and tools

• are demonstrated abilities or proficiencies, which are developed and learned from past work & life experience

Attitude

• are predispositions to other individuals, groups, objects, situations, events, issues, etc

• decide our approach or avoidance behavior-Positive or Negative attitude

Who can identifies the competencies?

HR Specialists

Job Analysts

Experts

SENIOR MANAGER COMPETENCY

*able to lead change

*persuasive communicator

*strategic initiator

MIDDLE MANAGER COMPETENCIES

*creative thinker

*strategic thinker

*sensitive to cultural diversity

*team builder

Multilevel Corporate Competency Model

Classification of Competencies

Basic Competencies

Intellectual Competencies

Social Competencies

Emotional Competencies

Motivational Competencies

Professional Competencies

Knowledge

Experience

Expertise

ADVANTAGES

For the company

• Establishes expectations for performance excellence

• Improved job satisfaction and better employee retention

For Managers

• improve the accuracy and ease of the selection process

• Easier communication of performance expectations

For employees

• Identify the behavioral standards of performance excellence

• Helps each understand how to achieve expectations

• when conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies

• it can be of little short-term benefit and may actually result in greater unhappiness on the part of individual employees

• If too much emphasis is placed on 'inputs' at the expense of 'outputs', there is a risk that it will favor employees who are good in theory but not in practice and will fail to achieve the results that make a business successful

• can become out of date very quickly due to the fast pace of change in organizations

DISADVANTAGES