Competency Mapping
Competency MappingIntroductionA map is a visual representation
of an area-a symbolic depiction highlighting relationships between
elements of that space such as objects, regions and themes. Here,
competency mapping is a process of identifying key competencies for
a particular position in an organisation, and then using it for
job-evaluation, recruitment, training and management, performance
management, succession planning, etc.DefinitionHere are some
definitions given by experts:Hayes(1979) -Competencies are generic
knowledge motive, trait, social role or a skill of a person linked
to superior performance on the job.Albanese (1989)-Competencies are
personal characteristics that contribute to effective managerial
performance.UNIDO (2002)-A Competency is a set of skills, related
knowledge and attributes that allow an individual to successfully
perform a task or an activity within a specific function or
job.ObjectivesThe objectives of competency mapping are to help a
business become more efficient, effective and competitive. It
starts with a set of high-level core competency standards such as
innovation, creativity, technical expertise, quality and a
customer-oriented focus, all of which reflect strategic business
goals. Through the process of competency mapping these goals become
employee performance benchmarks. Managers use these benchmark to
identify training needs that ultimately increase the productivity
and performance of employees and the efficiency, effectiveness and
competitive nature of the business as a whole.Components Of
CompetencyCompetency has three major components which are as
follows:1) Knowledge:It refers to the information a person
possesses about specific areas, knowledge comprises many factors
like memory, numerical ability, linguistic ability, and is
therefore, a complex competency.It can be either: Scientific
Knowledge Technical Knowledge Job Knowledge2) Skill:It represents
intelligent application of knowledge, experience, and tools. This
is the procedural know how knowledge (what one can do), either
covert (e.g., deductive or inductive reasoning) or observable e.g.
active listening skills in an interview.3) Attitudes:Attitudes are
predispositions to other individuals, groups, objects, situations,
events, issue etc. Attitudes decide our approach or avoidance
behaviour. They are normally conceptualized as positive or
negative.Areas Of Implementation Some of these areas are explained
below:1) Recruitment and Selection Competencies:
This can be used to construct a template for use in recruitment
and selection. Information on the level of competency required for
effective performance would be used to determine the competence
levels that new hires should possess. This results in hiring of an
employee who is organisational as well as role fit. This way we can
reduce the cost of training of the new hired employees. Employees
will be productive from Day 1 and no man-hours will be lost in the
training of new hires. A firm that knows how to assess competencies
can effectively hire the best at a reasonable price, for example
hiring under priced but highly entrepreneurial management graduates
from lesser-known business.
2) Training And Development Requirements:
It involves identifying the gap between competencies required
for the position and those possessed by the employee. Any such gap
is bridged by providing training to the incumbent for those
particular competencies only.
3) Career and Succession Planning:
It involves assessing employees capability to take on new
challenges. In order to see if an employee is suitable for
occupying position at the top management; his current competency
level ought to be matched against those that required at higher
level position.
4) Performance Management System:
It is important to correlate performance result with
competencies. Performance management system should be competency
based and not just result based. Competency based performance
management would focus on HOW of performance and not on WHAT of
performance i.e. not on result but how the result are achieved
Effective PMS should provide link to the development of an
individual and not just to rewards.
5) Rewards and Recognition Competency:
Competency linked benefits is a new concept after performance
linked incentives. Competency linked benefits focus on the fact
that employees should work hard towards developing their
competencies as and when requirement arises for performing their
job effectively. It rewards employees who not only work hard
towards achieving their target but also who put effort in enhancing
their competencies (keeping in mind the dynamic needs of the job at
hand).Models Of Competency MappingA competency mapping model is an
organizing framework that lists the competencies required for
effective performance in a specific job, job family (e.g., group of
related jobs), organization, function, or process.Individual
competencies are organized into competency models to enable people
in an organization or profession to understand, discuss, and apply
the competencies to workforce performance.Examples of models of
competency mapping: Organizational Approach Models HR Systems
Approach Models Team Approach Models Individualistic
modelsDeveloping The Model
Strategize - assess business needs, evaluate contextual drivers
etc Initiate -identify methodologies, develop project plans, review
existing data etc Model - analyze and synthesize data, identify
competencies etc Pilot - develop implementation and evaluation
plans, develop and initiate competency applications etc Link - link
to all human resources system components and phase in
implementation of other competency based applications. Evaluate -
establish and evaluate measures, and continuously improve the
system.Stages of CompetencyThere are mainly three stages of
competency : Stage-1, Stage-2, Stage-3.Stage-1= Data gathering and
preparation. Study identified jobs Identify major categories of
skills Identify probable competenciesStage-2= Data analysis Review
list of probable competencies Construct Competencies Definitions
Assign proficiency levelsStage-3= Validation Content Validation
session Reinforce proficiency of critical competencies Refine
competencies definitions, if necessarySteps for implementing the
Competency Mapping model Identify departments and organisation
hierarchy Obtain job description Conduct semi-structured interviews
Preparation of list of skills Generate list of competencies
Indicate proficiency levels Validate competency and proficiency
levels Prepare competency matrix Mapping of competencyData
Collection Tools Behavioural events interview Expert panels Surveys
Job analysis Role analysis Direct observationDivisions of
Competency Mapping The competency mapping is mainly divided into
two categories 1) Basic and 2) Professional. Basic Intellectual
Motivational Emotional SocialProfessional Knowledge Experience
Expertise gained by an individual employee.Needs for Competency
Mapping Here are some points stating the need and importance of
competency mapping. Need for ensuring that competent people are
available for performing various critical roles. Downsizing adds to
the consequent need to get a lot of thing done with fewer people
and thus reduce manpower costs and pass on the advantage to the
customer. Recognition that technology, finances, customers and
markets, systems and processes can all be set right or managed
effectively if we have the right kind of human resources. And
recognition of the strategic advantage given by employee
competencies in building the core competencies of the
organization.Advantages of competency mappingThe competency mapping
provides a wholesome benefit to the company, supervisor/manager,
and employees.Company`The basic objective of an organisation is to
achieve its long term goals; competency mapping ensures that only
competent employees work in the organisation. The word competent
here refers to those employees whose skills set match with that of
the required in performing the job effectively.Supervisors/Managers
Competency mapping provides ease to the manager in terms of setting
the targets for the juniors as well as in evaluating their
performance. It facilitates clear communication on part of the
managers. HR managers are also clear while recruiting so as to what
kind and level of competencies they are looking for in an
individual for performing a particular job.Employees Employees are
always under pressure to perform their best therefore it is
imperative to define a set of core competencies which an individual
should possess to do justice to his job at hand. Competency mapping
helps employees in clearly understanding what is expected from
their job at hand. It specifies the level of competencies required
to perform their job effectively. This helps employees in honing
the skills in which they lack. It also demystifies the performance
appraisal process.Disadvantages of Competency Mapping Every method,
technique, strategy, etc have both positive and negative sides.
Here are some of negative or disadvantage of competency mapping.
There may be no room for an individual to work in a field that
would best make use of his or her competencies.
If the company does not respond to competency mapping by
reorganizing its employees, then 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 favour employees who are good
in theory but not in practice and will fail to achieve the result
that make a business successful.
Result The competency mapping is a method or a practice followed
by big concerns or organizations to bring out the best of the
employees. To know their potentiality, ability, and hidden talent.
This is to be done by the higher officials, this includes various
process which makes the employee a skilled labour or a expertise.
This is mainly to select the efficient and effective employee to
the job accordingly. So that the work is done quickly and
effectively. ConclusionAs a conclusion to say competency which
brings out the best out the employee makes the work done by him/her
efficient and effective one. We can also say that through
competencies of its employees executives, managers and individuals
contributions that an organization executes and achieves its
ultimate result to success. Reference 1)
http://www.authorstream.com/Presentation/smritikaran-1547543-competency-mapping/2)
http://computer.financialexpress.com/20050131/technologylife01.shtml3)
http://www.digneconsult.com/sg/blog/26/competency-mapping-an-important-tool?post=t4)
Competency mapping for Superior Results by Sraban Mukherjee5) The
handbook of competencies by Seema Sanghi6) By Tulika Bhatnagar,
XIMB References
AuthorJayalakshmi.d3rd, B.ComA CommerceSRM University,
Kattankulathur,Cheenai-603203
