Competency Mapping - A New Concept In Place In Management
Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker. It generally examines areas: emotional intelligence, and strengths of the individual in areas like team structure, leadership, and decision-making. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers. Competency mapping is also used to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work. It also requires some thought, time, and analysis, and some people simply may not want to do the work involved to sufficiently map competencies. It alone may not produce accurate results unless one is able to detach from the results in analyzing past successes and failures. When conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies. Competence is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance.
Meaning Competence: Identifying with the purpose of the organization or community and acting from the preferred future in accordance with the values of the organization or community
Relation Competence: Creating and nurturing connections to the stakeholders of the primary tasks.
Learning Competence: Creating and looking for situations that make it possible to experiment with the set of solutions that make it possible to solve the primary tasks and reflect on the experience.
Change Competence: Acting in new ways when it will promote the purpose of the organization or community and make the preferred future come to life.
Types of competencies[/b][/b]
Managerial
Generic
Technical/ Functional
Levels of Competency[/b][/b]
Practical Competency
Foundational Competency
Reflexive competence
Applied competence
FOR THE COMPANY[/b][/b]
Reinforce corporate strategy, culture, and vision.
Establish expectations for performance excellence, resulting in a systematic approach to professional development, improved job satisfaction, and better employee retention.
Increase the effectiveness of training and professional development programs by linking them to the success criteria (i.e., behavioral standards of excellence).
Provide a common framework and language for discussing how to implement and communicate key strategies.
Provide a common understanding of the scope and requirements of a specific role.
Provide common, organization-wide standards for career levels that enable employees to move across business boundaries.
FOR MANAGERS:[/b][/b]
Identify performance criteria to improve the accuracy and ease of the hiring and selection process.
Provide more objective performance standards.
Clarify standards of excellence for easier communication of performance expectations to direct reports.
Provide a clear foundation for dialogue to occur between the manager and employee about performance, development, and career-related issues.
FOR EMPLOYEES:[/b][/b]
Identify the success criteria (i.e., behavioral standards of performance excellence) required to be successful in their role.
Support a more specific and objective assessment of their strengths and specify targeted areas for professional development.
Provide development tools and methods for enhancing their skills.
Provide the basis for a more objective dialogue with their manager or team about performance, development, and career related issues
Benefits of Competency Mapping[/b][/b]
Increased productivity
Improved work performance.
Training that is focused on organizational objectives.
Employee knows up front what is expected of them.
Employees are empowered to become partners in their own performance development
Measure competency mapping methods as followed by Most Organizations:
A. Assessment Center
Group discussion
In tray
Interview simulation
Case study
B. Critical Incidents Technique
C. Interview Techniques
D. Questionnaires
Common metric questionnaire
Functional job analysis
Multipurpose occupational system analysis inventory
Position analysis questionnaire
Work profile system
E. Psychometric Test
Competency Mapping Process[/b][/b]
Start asking employees to fill in a questionnaire that asks them to describe what they are doing, their skills, attitudes and abilities
Having discovered the similarities in the questionnaires, a competency-based job description is crafted and presented to the personnel department for their agreement
These give HR manager a fairly good picture of the employee to see whether he needs to perform better or to move up a notch on the scale.
This reasonably simple though initially tedious method helps everybody to know what the real state of preparedness of an organization to handle new business because it has a clear picture of every incumbent in the organization.
It helps in determining the training and development needs and importantly it helps to encourage the best and develop the rest. A win-win situation for everyone,
Competencies can be identified by one of the following category of people:
Experts
HR Specialists
Job analysts
Psychologists
Industrial Engineers
This will bring in success to you and to your org.
Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker. It generally examines areas: emotional intelligence, and strengths of the individual in areas like team structure, leadership, and decision-making. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers. Competency mapping is also used to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work. It also requires some thought, time, and analysis, and some people simply may not want to do the work involved to sufficiently map competencies. It alone may not produce accurate results unless one is able to detach from the results in analyzing past successes and failures. When conducted by an organization is that there may be no room for an individual to work in a field that would best make use of his or her competencies. Competence is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance.
Meaning Competence: Identifying with the purpose of the organization or community and acting from the preferred future in accordance with the values of the organization or community
Relation Competence: Creating and nurturing connections to the stakeholders of the primary tasks.
Learning Competence: Creating and looking for situations that make it possible to experiment with the set of solutions that make it possible to solve the primary tasks and reflect on the experience.
Change Competence: Acting in new ways when it will promote the purpose of the organization or community and make the preferred future come to life.
Types of competencies[/b][/b]
Managerial
Generic
Technical/ Functional
Levels of Competency[/b][/b]
Practical Competency
Foundational Competency
Reflexive competence
Applied competence
FOR THE COMPANY[/b][/b]
Reinforce corporate strategy, culture, and vision.
Establish expectations for performance excellence, resulting in a systematic approach to professional development, improved job satisfaction, and better employee retention.
Increase the effectiveness of training and professional development programs by linking them to the success criteria (i.e., behavioral standards of excellence).
Provide a common framework and language for discussing how to implement and communicate key strategies.
Provide a common understanding of the scope and requirements of a specific role.
Provide common, organization-wide standards for career levels that enable employees to move across business boundaries.
FOR MANAGERS:[/b][/b]
Identify performance criteria to improve the accuracy and ease of the hiring and selection process.
Provide more objective performance standards.
Clarify standards of excellence for easier communication of performance expectations to direct reports.
Provide a clear foundation for dialogue to occur between the manager and employee about performance, development, and career-related issues.
FOR EMPLOYEES:[/b][/b]
Identify the success criteria (i.e., behavioral standards of performance excellence) required to be successful in their role.
Support a more specific and objective assessment of their strengths and specify targeted areas for professional development.
Provide development tools and methods for enhancing their skills.
Provide the basis for a more objective dialogue with their manager or team about performance, development, and career related issues
Benefits of Competency Mapping[/b][/b]
Increased productivity
Improved work performance.
Training that is focused on organizational objectives.
Employee knows up front what is expected of them.
Employees are empowered to become partners in their own performance development
Measure competency mapping methods as followed by Most Organizations:
A. Assessment Center
Group discussion
In tray
Interview simulation
Case study
B. Critical Incidents Technique
C. Interview Techniques
D. Questionnaires
Common metric questionnaire
Functional job analysis
Multipurpose occupational system analysis inventory
Position analysis questionnaire
Work profile system
E. Psychometric Test
Competency Mapping Process[/b][/b]
Start asking employees to fill in a questionnaire that asks them to describe what they are doing, their skills, attitudes and abilities
Having discovered the similarities in the questionnaires, a competency-based job description is crafted and presented to the personnel department for their agreement
These give HR manager a fairly good picture of the employee to see whether he needs to perform better or to move up a notch on the scale.
This reasonably simple though initially tedious method helps everybody to know what the real state of preparedness of an organization to handle new business because it has a clear picture of every incumbent in the organization.
It helps in determining the training and development needs and importantly it helps to encourage the best and develop the rest. A win-win situation for everyone,
Competencies can be identified by one of the following category of people:
Experts
HR Specialists
Job analysts
Psychologists
Industrial Engineers
This will bring in success to you and to your org.