An IRI approach to addressing human performance issues
When organizations recognize that people are truly their most valuable
resource, then one of the roles they accept is helping employees manage
their careers. Competency mapping is an important resource in this
environment, and is an adjunct to knowledge management and other
organizational initiatives.
Competency Mapping
IRI’s Competency Mapping process is designed to consistently measure
and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify
key attributes (knowledge, skills, and behavior attributes) that are required to perform effectively in a job classification or an identified process. Competency Mapping juxtaposes two sets of data. One set is based on organizational workflow and processes. It starts with the clear
articulation of workflow and processes, including all quality and quantity
requirements, inputs and outputs, decision criteria, and most important,
internal and external customer requirements.
For each step in each process, specific performance requirements are identified with all associated metrics and expectations. The other set of data is based on individual and group performance capabilities. It is collected through the utilization of a variety of assessment tools and procedures (which may include a robust 360- degree feedback process) to assess the extent to which individuals and groups can consistently demonstrate over time the competencies required to meet the expectations.
Where the output from the organizational maps meet the individual and group performance capabilities, an overall trend line is created that identified where in the process specific developmental opportunities exists, and with what specific population.
Impact Analysis
Through the use of this field-tested competency mapping process, IRI is
able to map individual and team competencies to create hypothetical
impact analysis on process outcomes that can be measured through
automated simulations. By referring to forecasted outputs, decisions can
be made as to how to best manage, evaluate, and develop employee
performance; recruit and select individuals that possess the skills required; and compensate individuals based on their demonstrated
performance. The IRI Competency Mapping process can be the foundation for aligning workflow and process outputs with critical customer
requirements with a foundation of required employee attributes and
competencies.