Competency Mapping Doc Download - CiteHR
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hii this is Surabhi

Competency-Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes (more historically called “KSA’s”) that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual’s behavior.

Competencies in organizations tend to fall into two broad categories:

- 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).

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

Three other definitions are needed:

• Competency Map. 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. 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. 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.

Why Should Individual Employees Map Their Competencies?

A list of compelling reasons includes, at a minimum, the following. An individual:

• Gains a clearer sense of true marketability in today’s job market; once the individual knows how his/her competencies compare to those that are asked for by the job market in key positions of interest.

• Projects an appearance as a “cutting-edge” and well-prepared candidate, who has taken the time to learn about competencies, investigate those in demand, and map his/her own competencies prior to interviewing.

• Demonstrates self-confidence that comes from knowing one’s competitive advantages more convincingly, and from being able to articulate those advantages in specific language.

• Secures essential input to resume development - a set of important terms to use in describing expertise derived from prior career experience.

• Gains advanced preparation for interviews, many of which may be delivered using a competency-based approach called “structured behavioral interviewing” or “behavioral event interviewing.” (See the section below titled “How Does Competency-Based Interviewing

and Selection Work?”)

• Develops the capability to compare one’s actual competencies to an organization

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

I have planned do project in Competency Mapping in a leading Telecom industry. Will the following objective is correct. If not kindly give me suggestion.

Developing the competence level is in high demand in today’s society and therefore many companies have chosen to give provide its’ staff adequate opportunities to utilize their skillsets. In theory the basic hypothesis states that knowledge and competence within the workforce will be the key drivers to success in the future rather thanapart from the financial and other resources. It is important for every Organization to recruit Competent employees, aim at further development of their knowledge and competence and also take all measures to retain them with a two folded objective i.e.both for the growth of the individual and the organization.

Competence is a standardized requirement for an individual to properly perform a specific job with perfection and effectiveness. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More gGenerally, competence is the state or quality of being adequately or well qualified, having the ability to perform a specific role in an effective manner.

The Purpose of this Project is to ,

 Identify whether the Employees in the Organization are Competent employees in basis of their,

 Education

 Skills

 Knowledge

 Experience

Mapping Process:

First stage of mapping requires understanding the vision and mission of the organization.

Second stage requires understanding from the superior performers the behavioural as well as the functional aspects required to perform job effectively.

• Tool for the first and second stage: BEI/ Structured Interview

Third stage involves thorough study of the BEI Reports/ Structured Interview Reports

a) Identification of the competency based on competency frame work

b) Measurement of competency

c) Required levels of competency for each job family

d) Development of dictionary which involves detail description of the competency based on the indicators. Care should be taken that the indicators should be measurable and gives objective judgment.

Fourth Stage requires preparation for assessment.

a) Methods of assessment can be either through assessment centres or 360 Degree Feedback

b) If assessment centre is the choice for assessment then tools has to be ready beforehand

i. Tools should objectively measure the entire competency required.

ii. Determine the type of the tools for measuring competency

iii. Prepare the schedule for assessment

iv. Training to the assessor should indicate their thorough understanding of the competencies and the tools and also as to how the behaviour has to be documented.

Fifth Stage involves conducting assessment centre. Usually it is a two day program which would involve giving a brief feedback to the participant about the competencies that has been assessed and where they stands to.

Sixth stage involves detailed report of the competencies assessed and also the development plan for the developmental areas.

Good day.

Shijit.

Thanks for the info...it is really useful, and give us a clear picture of what exactly we are supposed to do right from the scratch for competency mapping...
Dear Moderator,
I had a confusion in understanding the crisp meaning of "competency",some of the hr folks with backgrounds of KPMG,PWC says that competency is skills,attitude & knowledge.
But if I consider your comment its more a behaviour.
PLz explain,do these senior guys require a skill set polish.. :)

You can see my presentation on this subject here
Competency Mapping Ppt Presentation
T Sivasankaran

Competancy chart which is attached in this discussion, it seems like a KRA and KPI evaluation. Skill competency of what skill, attitude and knowledge.
Or the behaviour and personality of an individual.
Or its includes all of the above.


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