Dinesh Divekar
Business Mentor, Consultant And Trainer
Nashbramhall
Learning & Teaching Fellow (retired)

#Anonymous

Dear HR,
As I am a fresher( HR TRAINER T & D), i needed one clarification that whether performance appraisal and competency mapping are one and the same or different because the objective of both are the same but comparing to the appraisal, competency mapping is used to weight the employees skill level and help to resolve in weak areas by providing training facilities but not backed up with any compensation and benefits part which is carried in appraisal part. Please share your knowledge on this area.
Thanks & with regards
RANJITHA
1st February 2018 From India, Bengaluru
Dear Ranjitha,
What you have raised is a basic query. Therefore, the question arises is what kind of reading that you have done to improve the subject knowledge of both the subjects? Moreover, you say that you are HR Trainers. Therefore, a query of this kind from a trainer is hardly acceptable!
Even on this forum, adequate material on both the subjects is available. But then you have to apprise yourself with the basics, queries come later.
Thanks,
Dinesh Divekar
1st February 2018 From India, Bangalore
Dear Ranjitha,
I do agree with Mr. Divekar and it is obvious on part of a fresher. Though we use these two terms(Performance Appraisal/Competency Mapping) but the objective of bothe is one. To judge the performance and competency level of the employee. On the basis of findings, skill upgradation training and promotion to next level is being decided. Hope this will clarify your doubts.
2nd February 2018 From India, Mumbai
Dear Ranjitha,
Please pardon me for taking this opportunity to suggest a better way of raising such queries, which would stop criticisms. Instead of asking such questions, kindly do some research and tell us what you think are the differences and then seek help to dispell any doubts you may have.
2nd February 2018 From United Kingdom
Mr. Dinesh and Mr. Prabhat, please do not degrade any one, as I found you are a business mentor. If anyone is having any question we should not criticize his/her.
If you can show a path to anyone then it is good, if not then leave it.
Hi Ms. Ranjitha, you can check various links on Competency mapping, once you understand the concept to Competency and its mapping so you can easily deal with Performance Appraisal. Most importantly try to link with KRAs and KPIs so it will give you self learning and confidence on overall PMS process.
3rd February 2018 From India, Kanpur
Dear Ravi P Singh,
Well gentleman, if you read correctly or objectively my post, then you will find that I have not degraded anyone. The dictionary meaning of the word degrade is lowering in value. Have I lowered the poster's value?
Advising the member to do basic homework and then come up with a query is certainly a job of senior. Just because there is a facility to ask queries on this forum does not mean that members can start asking fundamental questions!
The posts at public forum are bound to come under public scrutiny. If few members expect juniors to be pampered or mollycoddled then possibly public forums may not be the right place for either of them.
Lastly, coming to your advice to me and Prabhat. As far as I am concerned, may I remind you that as many days of membership you have completed on this forum those many years I have completed? Nothing wrong to advise long standing members but discretion demands checking credentials of a member which are in form of number of entries and appreciations!
Thanks,
Dinesh Divekar
3rd February 2018 From India, Bangalore
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