Hi friends,
My name is Kartik, and I am a new joiner to this forum. I want to implement the process of competency mapping in my organization. Can anyone help me in describing the procedure for the same?
Regards,
Kartik
From India, Delhi
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My name is Kartik, and I am a new joiner to this forum. I want to implement the process of competency mapping in my organization. Can anyone help me in describing the procedure for the same?
Regards,
Kartik
From India, Delhi
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Kartik,
Hi! Competency mapping is a good start to benchmark performance priorities in your organization. But I think you need to first check your database on the competence profile of your people. At least, from that, you can have specific insights on how to scale competencies based on organizational needs and set-up.
That is what I can suggest to you so far. Good luck!
AMO
From Philippines
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1Hi! Competency mapping is a good start to benchmark performance priorities in your organization. But I think you need to first check your database on the competence profile of your people. At least, from that, you can have specific insights on how to scale competencies based on organizational needs and set-up.
That is what I can suggest to you so far. Good luck!
AMO
From Philippines
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Dear Karthik,
To do competency mapping, you first need a competency directory that must emerge from your business goals (both short-term & long-term). This directory should clearly define what a particular competency means to your organization and what the indicators for the same are. For example, when you mention openness in communication, what does an open communication system mean in your organizational context?
You can also meet with functional heads to understand what kind of competencies they believe their team should possess and where they currently stand. Subsequently, you could meet with the candidates to assess their current level and identify the learning requirements to develop appropriate plans.
If you need any further information, please let me know. I work for one of the largest Performance Consulting companies in India.
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To do competency mapping, you first need a competency directory that must emerge from your business goals (both short-term & long-term). This directory should clearly define what a particular competency means to your organization and what the indicators for the same are. For example, when you mention openness in communication, what does an open communication system mean in your organizational context?
You can also meet with functional heads to understand what kind of competencies they believe their team should possess and where they currently stand. Subsequently, you could meet with the candidates to assess their current level and identify the learning requirements to develop appropriate plans.
If you need any further information, please let me know. I work for one of the largest Performance Consulting companies in India.
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Hi Kartik
Competency dictionary model
* competency defintion
* behavior indicators
* competency levels
The most imprtant area is competency level displayed for every role would not be similar and hence the competency levels and corresponding behavior traits are to be defined and developed for each role
The job family classification or role classification would be primarily done. And for each role, cometency levels are described. Each level will have a different behaviour description
Here is an illustration
Competency : Interpersonal Skills
Definition:
Ability to interact and engage with peers, superiors and subordinates with assertiveness and empathy. Clearly communicates the views and keep the group’s point of view in mind while discussing issues. Manages internal and external clients in harmony
Competency classification - 4 levels
Novice
--------
The extent of rapport and confidence enjoyed by this person with the team members is very minimal. The person is either not too engaged with others else new to the group
Beginner
-----------
Enjoys moderate amount of confidence and rapport among people Able to manage very close associates only with whom most of the interactions take place.
Skilled
-------
Enjoys good amount of rapport and confidence among team. Able to manage the people relations, but people might not be willing to open up personally all the times. Individually can handle people well, but in a group may not be effective always
Expert
--------
Enjoys high amount of rapport and confidence among people. Engages very well with everyone and plays a vital role in the balancing act during the times of disagreement among the team member. People confide personally and professionally on this person
Hope this helps you to get some idea
Cheers
Rajesh B
From India, Bangalore
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Competency dictionary model
* competency defintion
* behavior indicators
* competency levels
The most imprtant area is competency level displayed for every role would not be similar and hence the competency levels and corresponding behavior traits are to be defined and developed for each role
The job family classification or role classification would be primarily done. And for each role, cometency levels are described. Each level will have a different behaviour description
Here is an illustration
Competency : Interpersonal Skills
Definition:
Ability to interact and engage with peers, superiors and subordinates with assertiveness and empathy. Clearly communicates the views and keep the group’s point of view in mind while discussing issues. Manages internal and external clients in harmony
Competency classification - 4 levels
Novice
--------
The extent of rapport and confidence enjoyed by this person with the team members is very minimal. The person is either not too engaged with others else new to the group
Beginner
-----------
Enjoys moderate amount of confidence and rapport among people Able to manage very close associates only with whom most of the interactions take place.
Skilled
-------
Enjoys good amount of rapport and confidence among team. Able to manage the people relations, but people might not be willing to open up personally all the times. Individually can handle people well, but in a group may not be effective always
Expert
--------
Enjoys high amount of rapport and confidence among people. Engages very well with everyone and plays a vital role in the balancing act during the times of disagreement among the team member. People confide personally and professionally on this person
Hope this helps you to get some idea
Cheers
Rajesh B
From India, Bangalore
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Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc