Hey..need Help(competency Mapping) - CiteHR
Vrajeev
Hr Professional & Trainer
Geetika Arora
Executive Talent Development
Mansi_p
Student
Ramram1998
Manager - Hr
+1 Other

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hey, im in my 3rs sem(mba)..i need information on competency mapping...plz plz if u have ne info do mail me at mansi_17@rediffmail.com thank u so much, cheers, mansi
Hello Mansi, Sending you some basic information regarding competency mapping. I suggest you read some more on this subject to gain a better insight.

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 development, performance management, succession planning, etc. The competency framework serves as the bedrock for all HR applications. As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results. The competency movement has caught on much better in the non-IT sector than the IT sector.

Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies are becoming a frequently-used and written-about vehicle for organizational applications such as:

• Defining the factors for success in jobs (i.e., work) and work roles within the organization

• Assessing the current performance and future development needs of persons holding jobs and roles

• Mapping succession possibilities for employees within the organization

• Assigning compensation grades and levels to particular jobs and roles

• Selecting applicants for open positions, using competency-based interviewing techniques.

Competencies in organizations tend to fall into two broad categories:

1. Personal Functioning Competencies. These competencies include broad success factors not tied to a specific work function or industry (often focusing on leadership or emotional intelligence behaviors).

2.Functional/Technical Competencies. These competencies include specific success factors within a given work function or industry.

A competency map is a list of an individual’s competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan.

Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.

Top competencies are the vital few competencies (four to seven, on average) that are the most important to an individual in their ongoing career management process. “Importance to the individual” is an intuitive decision based on a combination of three factors: past demonstrated excellence in using the competency, inner passion for using the competency, and the current or likely future demand for the competency in the individual’s current position or targeted career field.

Although the definition above for “competency mapping” refers to individual employees, organizations also “map” competencies, but from a different perspective. Organizations describe, or map, competencies using one or more of the following four strategies:

1. Organization-Wide (often called “core competencies” or those required for organization success)

2. Job Family or Business Unit Competency Sets

3. Position-Specific Competency Sets

4. Competency Sets Defined Relative to the Level of Employee Contribution (i.e. Individual Contributor, Manager, or Organizational Leader)

An illustration of some competency factors in a few chosen areas are as follows:

I.CAREER DRIVES

ACHIEVEMENT

Desire to achieve results

AMBITION

Strength of ambition

REMUNERATION

Concern with remuneration

RECOGNITION

Need for recognition

INDEPENDENCE

Need for independence

II.LEADERSHIP AND INFLUENCE

DIRECTIVE:

Willingness to lead from the front

DELEGATIVE:

Willingness to delegate

COACHING:

Willingness to coach others

POWER:

Desire to have authority

DECISIVE:

Speed of decision making

PERSUASIVE:

Willingness to persuade others

III.STRATEGIC ORIENTATION

GOALSETTING

Willingness to set goals

ANALYTICAL

Preference for analytical thinking

PROACTIVITY

Need to plan and be pro-active

INNOVATION

Desire to be innovative and flexible

IV.CONFLICT MANAGEMENT STYLE

ASSERTIVE

Willingness to address conflict

COMPETITIVE

Willingness to be verbally competitive

COLLABORATIVE

Desire to collaborate with others

COMPROMISING

Willingness to compromise

V.PEOPLE ORIENTATION

AGREEABLE

Need to get along with others

EXTRAVERSION

Workplace extraversion/introversion

INTIMACY

Need for workplace friendships

TEAMWORK

Desire to belong in a team

VI.COPING

STRESS

Resistance to stress

SENSITIVITY

Sensitive to the needs of others

RESPONSIBLE

Willingness to accept responsibility

SECURITY

Need for job security

VII.VALUES

ALTRUISM

Values helping others

TRUST

Values trust and openness

LOYALTY

Values loyalty

CONFORMING

Desire to conform

Competency mapping can play a significant role in recruiting and retaining people as it gives a more accurate analysis of the job requirements, the candidate's capability, of the difference between the two, and the development and training needs to bridge the gaps.

As far as meeting an individual's career aspirations are concerned, once the organisation gives an employee the perspective of what is required from him to reach a particular position, it drives him to develop the competencies for the same. Competencies enable individuals to identify and articulate what they offer so that their organisation (current or future) can see, value and utilise what capability is actually available.

competency mapping helps identify the success criteria (i.e. behavioural standards of performance excellence) required for individuals to be successful in their roles. It helps to:

•Support specific and objective assessment of their strengths, and specify targeted areas for professional development.

•Provide development tools and methods for enhancing their skills.

•Provide the basis for a more objective dialogue with their manager or team about performance, development, and career-related issues.

If an individual is able to discuss the above with his manager, it will help him to chalk out his growth perspectives in the company.

Competency mapping demonstrates what type of knowledge and skills are required and/or found within the human capital of the organization. An organization could use these personal competency maps to build a 'yellow pages' directory, match people to jobs or positions or determine what training programs are needed to fill skill gaps.

best wishes,

Rajeev.V

Hi Mansi You can even try Competancy Mapping by Richardson V J. A very useful source. Competancy Mapping illustrated in a step by step manner All the very best Ram Ram
Hi,
Wanted to know what are HR areas where we can use competence management?
The main and first most is Training need requirements? where else we can use the competence management?
Please let me know!!
Thanks !
Geetika

Dear Professional colleagues
We run Govt. Accredited Certifications in HR Subjects like Competency Mapping, Psychometric Testing, Industrial Psychology, OB and HRD, Performance Management, Compensation & Benefits, Recruitment and more.... Those interested please post your mail id and contact number so that we can send the details and contact you for latest schemes. You can even drop a test mail with your mobile number at
Thanks in advance…
Warmest Regards
Anjali

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