Competency mapping - how I can improve the competency and actually how they identified the competency from the particular event?

I am an employee of a manufacturing organization as a Deputy Manager. I have recently gone through the development center for promotion, where our competencies are mapped by an external consultant. However, all my competencies are currently at medium proficiency, and I aim to enhance them from medium to higher proficiency.

Mapped Competencies

The mapped competencies include business acumen, communication, influencing, openness to learning, execution excellence, customer orientation, and people development.

Assessment Activities

The assessment activities conducted are group discussions, role-plays, problem-solving exercises, behavioral event interviews, examples of problem-solving, in-basket exercises, and team games.

My challenge is understanding how to improve these competencies and how they are identified through these specific activities. Please assist me.

Thank you.

Competency mapping is a complete subject in itself, where through job roles, the competencies are identified and then mapped according to the desired level (competency dictionary).

To improve on your current level, you can join short-term courses on soft skills. These courses are imparted by various institutions. Alternatively, the company also arranges training programs in-house. You can explore the opportunities and raise your level.

All the best.

Regards,
Tabassum

As a practitioner and consultant in the management field for a little over 25 years, I would like to add my suggestions in the context of learning and competency mapping for employees at different stages of their career development.

Areas of Development in Management Functions

First of all, the areas of development in management functions vary depending on educational backgrounds and core functional performance. No tool can effectively develop all areas at once. It is a journey with many milestones to cross and obstacles to overcome. Individuals need to gain experience and responsibilities over time. It is unrealistic to expect a 25-year-old to think and act like a 50-year-old always. This transformation naturally occurs over time.

Competency as a Holistic Approach

Competency is a holistic approach that shapes the overall personality of individuals internally, amidst uncertainties. Depending on the role one holds in a company, one can certainly make a positive start.

Developing Competency in Key Areas

To begin with, one can develop competency in the following areas:

• Oral and written communication, as well as presentation skills, are absolutely mandatory. Many aspects depend on these skills.

• Attitude building is crucial regardless of situations, backgrounds, educational qualifications, or social settings. This is particularly important for the final results and actions taken, indicating ownership and responsibility.

• Developing interpersonal relationships with people.

• Leadership skills.

Participating in seminars and workshops, both within and outside the company, can aid in learning and practice. However, the real key lies in consistently applying these learning points. Twenty-five years ago, I learned how to speak (spoken, business, functional English) and how to draft letters in a business context and make presentations to different audiences. Alongside me, there were several trainees and participants. Unfortunately, many of them struggle in these areas today due to inconsistent practice, lack of confidence, and focus. Therefore, the secret to developing competency lies in disciplined learning and practice.

Building a Career Structure

The aforementioned areas serve as the foundation upon which one can build a career structure. These traits work hand in hand during the initial stages of a career journey. Other aspects such as decision-making, critical thinking, and crisis management develop as situations demand, once growth in the career is observed.

All the best,

Regards,
V. Rangarajan (Madras)