I am Karthika Tirupathi, working as an HR Executive in an IT SME in Hyderabad. I would like to implement a Competency Mapping Process in our company to align HR processes with competencies. I request experts to share their ideas. Due to budget constraints, management is not willing to seek consultants' help for this purpose.
Help Required!
Thanks,
Karthika
From India, Hyderabad
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Help Required!
Thanks,
Karthika
From India, Hyderabad
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The concept of Competency Mapping is quite effective and creative. Without knowledge about relevant skills and competencies related to job/task/assignment execution strategies while correlating with designation, it will be very difficult to carry out competency mapping.
Since you are not in a position to hire consultants, I suggest the following steps:
1) Spare some time studying roles and responsibilities, employee category-wise.
2) Seek support from respective department heads to acquire a relevant set of skills and competencies required for successful job execution.
3) Skills vs. Competency
Skills are different from competencies. For example, an Electrical Engineer appointed as a Supervisor, given a team of 20 Technicians, needs additional skills (competencies) to manage his team to achieve organizational goals while delivering quality output. Competencies at the supervisory level include team building, business communication skills, effective planning, organizing, scheduling, delegation, monitoring, support, feedback, communication, listening, interpersonal skills (across levels), mentoring and coaching, leadership skills (directive/adaptive/supportive/cooperative/influential), decision making, conflict and problem solving, and the ability to deal with customers.
You need to define these specific competencies accurately; otherwise, the mapping process (measuring factors) will be cumbersome, biased, and may seem like just assuming things. For example, "Aiming without a target (goal) has no use" or "Building castles in the air."
You may also Google it or search the CiteHR database for basic help.
I suggest you purchase the ebook version from amazon.com, "The Value-Added Employee," by Edward J. Cripe and Richard S. Mansfield.
Kindly develop your confidence level and start thinking creatively for better results as we all are blessed with many skills. No doubt, we learn by making mistakes. But, the mistakes shouldn't be repeated intentionally.
We need to take risks to succeed in our lives; otherwise, we will never progress nor taste success.
Good luck.
With profound regards
From India, Chennai
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294Since you are not in a position to hire consultants, I suggest the following steps:
1) Spare some time studying roles and responsibilities, employee category-wise.
2) Seek support from respective department heads to acquire a relevant set of skills and competencies required for successful job execution.
3) Skills vs. Competency
Skills are different from competencies. For example, an Electrical Engineer appointed as a Supervisor, given a team of 20 Technicians, needs additional skills (competencies) to manage his team to achieve organizational goals while delivering quality output. Competencies at the supervisory level include team building, business communication skills, effective planning, organizing, scheduling, delegation, monitoring, support, feedback, communication, listening, interpersonal skills (across levels), mentoring and coaching, leadership skills (directive/adaptive/supportive/cooperative/influential), decision making, conflict and problem solving, and the ability to deal with customers.
You need to define these specific competencies accurately; otherwise, the mapping process (measuring factors) will be cumbersome, biased, and may seem like just assuming things. For example, "Aiming without a target (goal) has no use" or "Building castles in the air."
You may also Google it or search the CiteHR database for basic help.
I suggest you purchase the ebook version from amazon.com, "The Value-Added Employee," by Edward J. Cripe and Richard S. Mansfield.
Kindly develop your confidence level and start thinking creatively for better results as we all are blessed with many skills. No doubt, we learn by making mistakes. But, the mistakes shouldn't be repeated intentionally.
We need to take risks to succeed in our lives; otherwise, we will never progress nor taste success.
Good luck.
With profound regards
From India, Chennai
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Hi Khadir, Thank you so much for the suggestions! I will get back to you after following your suggestions! I appreciate your immediate response. Thanks, Karthika
From India, Hyderabad
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From India, Hyderabad
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Hi Sir, Really appreciate your in depth response for very important topic in HR. I will follow this and get back to you if having any doubts.
From India, Mumbai
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From India, Mumbai
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Hi, a complete competency framework for the IT industry can be downloaded from: http://www.sfia.org.uk
Regards, Joy
From United Kingdom, Manchester
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Regards, Joy
From United Kingdom, Manchester
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Competency mapping-cite hr.xls
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