Hello nilankur.
Competency maps are very industry specific, or more accurately, profession/role specific. On top of this, some competencies are considered generic and apply to all industries/professions. These include competencies such as leadership, communication, team working, etc. Competency maps are used principally to identify training needs, to design training and assess trainees and for job sizing and evaluation.
To construct a competency map, the following steps may be appropriate:
Assemble a cross section of frontline employees and supervisors for a focus group session.
Use the session to brainstorm the critical competencies required for each role. Include technical competencies, interpersonal skills and leadership competencies. Depending on time and resources available, segment each competency into four or five competency levels, each behaviorally specified.
Compile a draft matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list employee roles down the left side and required competencies along the top. In each intersecting cell, enter the code for the required competency level for that role and that competency.
Submit the draft matrix to employees for input and to managers for sign off.
Then compile a mirror matrix that shows actual competencies held by each employee. Using the above matrix as a template, compile another matrix using a spreadsheet or off the shelf software program. If using a spreadsheet, list employee names down the left side and competencies along the top. In each intersecting cell, enter the code for the achieved competency level for that employee and that competency.
Achieved competency levels may be assessed by:
-the individual employee
-the employee’s manager/supervisor
-a multi-rater instrument (e.g. 360-degree, appropriate for soft skills)
-a competent internal workplace assessor
-a competent external workplace assessor
-an online assessment tool
To what level you define competencies and to what degree you assess competencies will depend on your purpose in constructing the matrix. Will you be using it to identify competency gaps for training purposes only, or will you be tying competency acquisition to pay scales, bonuses, etc? We can help you construct a competency map to suit your purposes. Just send me an email.
Vicki Heath
Human Resources Software and Resources http://www.businessperform.com
