Clarification on Performance Appraisal and Competency Mapping
As I am a fresher (HR Trainer T&D), I need clarification on whether performance appraisal and competency mapping are the same or different. The objective of both seems similar, but in comparison to appraisal, competency mapping is used to assess and weigh employees' skill levels. It helps identify weak areas and provides training facilities to improve skills but does not include compensation and benefits, which are typically part of the appraisal process. I would appreciate it if you could share your knowledge on this topic.
Thanks & Regards,
RANJITHA
From India, Bengaluru
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As I am a fresher (HR Trainer T&D), I need clarification on whether performance appraisal and competency mapping are the same or different. The objective of both seems similar, but in comparison to appraisal, competency mapping is used to assess and weigh employees' skill levels. It helps identify weak areas and provides training facilities to improve skills but does not include compensation and benefits, which are typically part of the appraisal process. I would appreciate it if you could share your knowledge on this topic.
Thanks & Regards,
RANJITHA
From India, Bengaluru
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Dear Ranjitha,
I do agree with Mr. Divekar, and it is obvious on the part of a fresher. Though we use these two terms (Performance Appraisal/Competency Mapping), the objective of both is one: to judge the performance and competency level of the employee. Based on the findings, skill upgrading training and promotion to the next level are decided. I hope this will clarify your doubts.
From India, Mumbai
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735I do agree with Mr. Divekar, and it is obvious on the part of a fresher. Though we use these two terms (Performance Appraisal/Competency Mapping), the objective of both is one: to judge the performance and competency level of the employee. Based on the findings, skill upgrading training and promotion to the next level are decided. I hope this will clarify your doubts.
From India, Mumbai
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Guidance and Respect in Discussions
Mr. Dinesh and Mr. Prabhat, please do not degrade anyone, as I understand you are business mentors. If anyone has any questions, we should not criticize them. If you can guide someone, that is good; if not, then it's best to leave it.
Hi Ms. Ranjitha, you can check various links on competency mapping. Once you understand the concept of competency and its mapping, you can easily deal with performance appraisal. Most importantly, try to link it with KRAs and KPIs, as this will provide you with self-learning and confidence in the overall PMS process.
From India, Kanpur
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Mr. Dinesh and Mr. Prabhat, please do not degrade anyone, as I understand you are business mentors. If anyone has any questions, we should not criticize them. If you can guide someone, that is good; if not, then it's best to leave it.
Hi Ms. Ranjitha, you can check various links on competency mapping. Once you understand the concept of competency and its mapping, you can easily deal with performance appraisal. Most importantly, try to link it with KRAs and KPIs, as this will provide you with self-learning and confidence in the overall PMS process.
From India, Kanpur
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc