COMPETENCY MAPPING PROCESS

Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker and in some cases, as part of an organization.

It determines the extent to which the various competencies related to a job are possessed by an employee.

COMPETENCY MAPPING

• Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers.

• They may also use competency mapping to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work.

MACRO COMPETENCY MANAGEMENT

Organizational Strategy

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

Business Strategy

Business Plan & Goals, CulturePeople, Technology

Teamwork Strategy

Leadership, CommunicationConflict Management, InterpersonalSkills, Project Orientation, Self Managed Teams (SMT)

Role StrategyAbility, Autonomy, Multiskilling,Task identity, PerformanceEvaluation & rewards and performance development

Core Competencies(Organizational wide)

Business Competencies(SBU specific)

Team Competencies(Project driven)

Role Competencies(Role wise)

Stakeholder Interest

Market Positioning

Achieving Business Targets

Employee Satisfaction

Profit Center Orientations

Team Development & Synergy

Performance Accomplishment

Individual Development

STRATEGIC FRAMEWORK COMPETENCY FRAMEWORK

COMPETENCY MODELING FRAMEWORK

PROGRAM DESIGN AND IMPLEMENTATION

COMPETENCY FRAMEWORK

1. Core competencies (Organization wide

2. Business competencies (SBU specific)

3. Team Competencies (project driven)

4. Role competencies (Role wise)

COMPETENCY IDENTIFICATION

1. Identification process (4 steps)

2. Consolidation of checklist

3. Rank Order and finalization

4. Validation and BenchmarkCOMPETENCY

ASSESSMENT

1. Psycho-metric tool

2. 360 Degree approach

COMPETENCY DEVELOPMENT

1. Maturity framework & matrix

2. Areas of improvement

3. Action Plan

COMPETENCY MAPPING

1. Strategy-Structure Congruence

2. Structure Role Congruence

3. Vertical & horizontal Role linkages

4. Positioning to bring in competitive advantage

INTEGRATION OF HR FUNCTION

1. PMS 5. R&S

2. CP & CD

3. Succession Planning

4. T&D

INTRODUCTION OF COMPETENCY MAPPING

• Competency Mapping involves following three steps:

1. Developing competency models to facilitate competency profiling for each job/role

2. Identification of competencies required to perform successfully a given job/role or a set of tasks at a given point of time.

3. Assessing competency to measure the extent to which a given individual or a group of individuals possess these competencies required for a given role or a set of roles.

MODEL FOR DEFINITION OF COMPETENCY MAPPING

STEP 1Developing Competency Model

STEP 2Competency Identification

STEP 3Competency Assessment

ASPECTS OF COMPETENCY MAPPING

LINKING HR PROCESS TO ORGANIZATIONAL STRATEGY

DESIGN COMPETENCY MODELS

COMPETENCY MODELS OR FRAMEWORKS

1. Organizational competency based Competency model

2. Commitment and competence based competency model

3. 5-Level competency model

4. Job based competency model

5. Generic and specific competency model

6. Managerial, behavioral and functional competency based model

7. Organizational Goal linked competency model

8. Technical and behavioural competency model (for non-managerial staff).

MODEL – 1ORGANIZATIONAL COMPETENCY BASED COMPETENCY MODEL

STEP – 1: From the overall objective of the company. Organizations identify the objectives for each Business Process.

STEP – 2: Based on the objectives of each BP, arrive at competencies required.

STEP – 3: List BP competencies against individual roles and responsibilities

STEP–4: Arrive at the job description

STEP – 5: Against which individual competency profiling is done.

STEP – 6: The gap identified between competencies profile and possessed is evaluated.

• Example: An organization identified the following core competencies for all the people of its business processes to achieve organizational objectives:

1. Dedication and involvement for work

2. Continuous learning and development

3. Speed in work with quality

4. Accuracy (zero defect) in work

5. Creativity for continuous improvement

6. Initiative on the job

7. Customer focus