Competency Mapping - Comptency Mapping [Thread 52385] - CiteHR
Hanuma
Student
Minisaran
Manager, Human Resources

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need complete guidance on competency mapping from end to start! Best Regards, Mini
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Mohamed Sardhar
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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:

- 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.

The emphasis of this article will be on how both types of competencies impact the ways career professionals can advise their clients to use competencies in their personal career management efforts. In this article, however, the predominant focus will be on practitioners’ and clients’ work on personal functioning competencies, since they tend to differentiate success over time more often than do workers’ functional/technical competencies.

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.

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regards,

hanuma
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