Dear Respected Members Can anyone share their experience of introducing competency mapping in respect to recruitment in the organization. What are the challenges you faced? How effective has it been?
From India, Gurgaon
Acknowledge(0)
Amend(0)
1From India, Gurgaon
Acknowledge(0)Amend(0)
Introduction:
Competency has two relevant meanings - first, addressing the ability of an individual to perform effectively, and second, defining what is required of an individual for effective performance.
When can competencies be used?
The use of competencies can include assessment during recruitment, specific work-based exercises, relevant and validated psychometric tests, assessment during further development, profiling during assessment to guide future development needs, succession planning, promotion, organizational development analysis, etc.
A competency model is a set of success factors, often called competencies, that include the key behaviors required for excellent performance in a particular role. Excellent performers on the job demonstrate these behaviors much more consistently than average or poor performers.
Competencies include behaviors that demonstrate excellent performance. They do not include knowledge but do include "applied" knowledge or the behavioral application of knowledge that produces success. Also, competencies include the manifestation of skills that produce success. Competencies are not work motives; they include observable behaviors related to motives.
The competency model is important because it provides a "road map" for the range of behaviors that produce excellent performance. It helps companies to "raise the bar" of performance expectations, helps teams and individuals align their behavior with key organizational strategies, and ensures each employee understands how to achieve expected performance standards.
A competency model can be developed through a process of clarifying the business strategy and determining how the models would be used (e.g., recruitment and selection, assessment, performance management, training and development, and career development). Data is then gathered through structured interviews, analyzed, and used to develop models of success criteria. Validation surveys are administered, and models are refined based on feedback. Finally, models are finalized and translated into appropriate end-user tools and applications.
From India, Mumbai
Acknowledge(0)Amend(0)
Competency has two relevant meanings - first, addressing the ability of an individual to perform effectively, and second, defining what is required of an individual for effective performance.
When can competencies be used?
The use of competencies can include assessment during recruitment, specific work-based exercises, relevant and validated psychometric tests, assessment during further development, profiling during assessment to guide future development needs, succession planning, promotion, organizational development analysis, etc.
A competency model is a set of success factors, often called competencies, that include the key behaviors required for excellent performance in a particular role. Excellent performers on the job demonstrate these behaviors much more consistently than average or poor performers.
Competencies include behaviors that demonstrate excellent performance. They do not include knowledge but do include "applied" knowledge or the behavioral application of knowledge that produces success. Also, competencies include the manifestation of skills that produce success. Competencies are not work motives; they include observable behaviors related to motives.
The competency model is important because it provides a "road map" for the range of behaviors that produce excellent performance. It helps companies to "raise the bar" of performance expectations, helps teams and individuals align their behavior with key organizational strategies, and ensures each employee understands how to achieve expected performance standards.
A competency model can be developed through a process of clarifying the business strategy and determining how the models would be used (e.g., recruitment and selection, assessment, performance management, training and development, and career development). Data is then gathered through structured interviews, analyzed, and used to develop models of success criteria. Validation surveys are administered, and models are refined based on feedback. Finally, models are finalized and translated into appropriate end-user tools and applications.
From India, Mumbai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Competency mapping.ppt