Dear Sameer,
Before you go about doing your work, you must know the difference between two terms, namely:
COMPETENCE - a person-related concept that refers to the dimensions of behavior lying behind a performer. For example, leadership.
COMPETENCY - a work-related concept that refers to the areas of work at which a person is competent. For example, skill or ability (communication).
Types of Competencies (Skills):
1. Generic/Specific - basic skills needed to do the job.
2. Threshold/Performance - skills that differentiate between high and low performance.
3. Differentiating - behavioral characteristics that high performers display.
To develop Competency mapping in your organization:
1. COMPETENCY FRAMEWORKS - Define the competency requirements that cover all jobs. Competency frameworks are of 4 types, namely:
a. CORE COMPETENCY - organization-wide.
b. BUSINESS COMPETENCY - strategic business unit purpose.
c. TEAM COMPETENCY - projects.
d. ROLE COMPETENCY - individual role.
2. COMPETENCY MAPS - describe the different aspects of competent behaviors against competency dimensions like resource management, strategic capability, etc. One can use 360 degrees appraisal, psychometric tools, business games, case studies, etc.
3. COMPETENCY PROFILES - a set of competencies needed to perform a specified role. The following steps need to be taken to develop competency profiles:
1. Identify.
2. Consolidate the checklist.
3. Rank order and finalize.
4. Validate and benchmark.
IDENTIFYING ROLE COMPETENCIES:
1. STRUCTURE AND PREPARE LIST OF ROLES - Study the organization, identify overlapping roles, evolve the final list.
2. DEFINITION OF ROLE - Identify KPA and link KPA with organizational goals, state the content, position the role in perspective with that of others.
3. EXAMINE JOB DESCRIPTIONS.
4. IDENTIFY COMPETENCY/CE REQUIREMENT.
If you still have any questions, you can feel free to ask me.
Regards,
Dr. Prageetha