Competency mapping

Ruchi Dalal

Topic Competency Mapping

Definitions of Competencies

Meaning & Definition of Competency Mapping

Design of Competency Mapping

Steps involve in Competency Mapping

Methods of Data Collection for Competency Mapping

Model of Competency Mapping

Benefits of Competency Mapping

Limitations of Competency Mapping

Outline of Presentation.....

CompetenciesUnited Nations Industrial Development Organization (2002)

“A competency is a set of skills, related knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job.”

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According to Lyle M. Spencer and Signer M. Spencer“Competency is an underlying characteristics of an individual that is causally related to Criterion referenced effective and/or superior performance in a job or situation.”

Example of a Competency

Team Work and Collaboration

Must be able to work co-operatively with other individuals and makes valued contributions to the outputs of others in order to assist own team or project to achieve the required outputs.

Behavioural Indicators: Co-operates with team members to resolve problems and achieve goals. Participates in the development of team goals and plans. Supports team members by encouraging participation and listening to

other’s ideas. Acknowledges other’s skills, experience, knowledge, creativity and

contributions. Shares information. Addresses conflicts within the group without the help from the team

leader. Makes contributions that are valued by team members.

Competency MappingMeaning Competency mapping identifies an individual's strengths & weaknesses. The aim is to enable the person to better understand him or herself and to point out where career development efforts need to be directed. 

Definition…“Competency Mapping is the process of identifying key competencies for a particular position in an organization and then using it for job evaluation, recruitment, training and development, performance management, succession planning which results in talent induction, management development appraisals, and in identifying training needs.”

Competency Mapping

Motives

Self-Concept

Traits

Skills

Knowledge

Competency Mapping can be defined and Classified as follows:

THE ICEBERG

SEA LEVEL

VISIBLEABOVE SEA LEVEL

INVISIBLEBELOW SEA LEVEL

90 %

10 %

THE ICEBERG

The Iceberg phenomena

is

also applicable

on

human beings …

THE ICEBERG

SEA LEVEL

KNOWLEDGE&

SKILLS

ATTITUDE

UNKNOWN TO OTHERS

KNOWN TO OTHERS

THE ICEBERG

SEA LEVELBEHAVIOR

VALUES – STANDARDS – JUDGMENTS

ATTITUDEMOTIVES – ETHICS - BELIEFS

KNOWN TO OTHERS

UNKNOWN TO OTHERS

Continue…A competency is

an underlying characteristic

of

a person

which enables him/her

to deliver

superior performance

in a given

job, role or situation.

Design of Competency Mapping• It is designed to consistently measure and assess

individual and group performance as it relates to the expectation of the organization and its customers.

• Its is used to identify key attributes like knowledge, skills and behavior attributes that are required to perform effectively in a job classification or an identified process.

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Step- 1 Map competency

Step- 2 Identify Competency

Step- 5 Proposed Performance level

Step- 3 Analyze competency Gap

Step- 4 Decide

Steps involved in Competency Mapping

• Job evaluation based competency mapping involved the following steps.

• The steps involved in competency mapping with an end result of job evaluation include the following.

Step-1• Conduct a job analysis by asking

incumbent to complete a Position Information Questionnaire(PIQ).

Step-2• Using the results of the job analysis,

develop a competency based job description.

Step-3

• With a competency based job description, begin the mapping of competencies throughout human resources processes.

Step-4• Use the results of evaluation to identify

in what competencies individuals need additional development or training.

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Methods of Data Collection for Competency Mapping

5) Observation Method

4) Interview Method

1) Expert Opinion

3) Questionnaire Method

2) Workshops

6) Story Writing Method

7) Critical Incident Technique

10) Focus Group

8) Repertory Grid

9) 360-Degree Survey

11) Case study Method

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Models for Competency Mapping• Competency Modeling has assumed greater

significance in order to optimize not only the HR but also to provide meaningful job understanding to its incumbents.

• Competency Modeling is used for the purpose of decision relating to rewards, promotions and recruitment, training and motivation aspects.

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• A competency mapping a description of skills, traits, experiences and knowledge required for a person to be effective in a job.

• There are three models in mapping the competences which are as follows.

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One-Size-Fits-All Competency Model

Multiple Job Competency Model

Single Job Competency Model

Benefits

• Benefits of Competency Mapping at Organization Level

It help an Organization in assessing the employees against industry or company-recognized standards.

It can reduce training cost and identify needing areas of development.

Continue… It is very effective in identifying development needs

and human resource development. It can help in re-organization and assessment of

receptively organizational changes. The assessment/development centre approach can

improve organizational productivity and the bottom line.

Benefits of Competency Mapping at Individual Level• The individual can undertake self-assessment at

one’s own convenience.• The knowledge and skills of the individual come to

light.• The time required for self-development taken by it

is comparatively much less than taken by any other method of self-development.

Limitation• Difficult to evaluate and analyze the

competencies.• Undefined purpose for mapping. • Not knowing where to lead.• Not able to assess the results accurately.

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