The steps involved in competency mapping with an end result of job evaluation include the following:
1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.
2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.
3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.
4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.
Thanks doe sharing info, Can you give one example of competency mapping taking a position let say Manager HR.
I know the competency mapping would differ from company to company as the competency mapping is done based on Organisation need at the large.
Hope to get one such example.
Thanks & Regards,
Kranthi Kumar ASV
What is Competency Mapping?
Have a nice day.
Just as I searched, if you also search the web using Google you will find the answer for your question. As a retired academic, that's what I have to do. I have no first-hand experience of implementing it.
The article surely was very good and gives knowledgeable info on Competency Mapping. However, I would also like to know if there is any method/practice/form/procedure to design and implement Comp mapping?
How is it practiced in companies, if few examplescan be given....
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