Every employee in an organization is filled with unique traits and qualities.
Each individual is different from others. The organization should know every employee’s skills in order to meet the target.
Now, here comes the role of Competency mapping.
It is a procedure of identifying the competencies that are desired to perform work effectively desired set of the firm.
It comprises breaking a given work into smaller activities and distinguishing the competencies like skills, attitude, managerial behavior, conceptual technical, knowledge, etc necessary for performing the same effectively.
A competency map includes all the behavioral models, skills, tasks, and various competencies along with the expertise required for performing a particular job. It emphasizes on factors that the company has highlighted as crucial for critical for realizing the strategic goals.
It is a systematic process of identifying and distinguishing KSAs and behavior essential for acquiring goals and sustaining necessary results. It is a process through which an individual can decide and assess his strength and weakness as a single person. It is required for appraisal, recruitment, selection, training and development, and even job evaluation.
Steps involved in competency mapping
- Conducting job analysis
- Developing a job description on the basis of competencies
- Training and Development
Lets, go deeper into the steps of competency mapping:
1. Conducting job analysis: It is done by inquiring the managers to fill up the position information questionnaire. This questionnaire is given to the managers to complete or the HR manager can take a one on one interview as per the data. The main objective of this questionnaire is to get an overview of what the managers feel the crucial behavior that is required to perform a specific job.
2. Developing job description on the basis of competencies: The inputs from the experts from different groups are carefully noted and converted into standard competencies. These competencies are reflected in the job description.
3.Mapping: The competencies of separate job descriptions turned the basis for assessment of performance. Competencies help in guiding the manager in performing more objective assessments on the basis of behavior that is displayed or not.
4.Training and Development: By mapping the competencies the HR manager identifies the competencies for which the individual needs extra training or development. Competence mapping also helps the manager in focusing and directing the training program on core competencies. It enhances the effectiveness of the training process as the individuals develop those abilities that are crucial for the success of the business.
Methods of competency mapping
Competency mapping displays the performance level needed to be executed by the employees to achieve the goals of their job. However, competency mapping also lays the foundation for performance management. Organizations generally use various competency mapping techniques to match the talent and capacities of individuals with stipulated specific job goals.
The various techniques to measure competencies are:
It involves Observation for a particular situation to evaluate the performance of the employee along with his growth potential with regard to specific job characteristics. Various simulations and discussion exercises are used to imitate the real-life demand of the job. Applicants are requested to go through various scenarios while qualified as assessor notices and observes their performance.
The situations am at revealing the capacity attitude and skills of the individuals. These aids in identifying which applications are good matches for the current and upcoming needs of the job.
Critical incidents technique
The critical incident technique gathers data and analyzes it to recognize job-specific behaviors which affect the failure or victory of an individual or collective group performing a definite job.
Data about distinct critical events, such as you need instances of accomplishment of Failure is gathered through questionnaires for interviews immediately after the occurrence of the event. These events are then classified according to related job behavior to disclose patterns performance strength for performance gaps.
The interview of the candidate gives a direct understanding of the applicant’s behavior. It is an effective technique of gathering relevant information along with Impressions about potential workers.
Interview words must be ready with targeted questions that draw details about visible job experiences along with some clue about employees’ deeply rooted values. Outlook, value, and motivation. The interviewer then matches the recorded data with the competency map specifically created for the job and to see who the best match for the job is.
It is another approach for collecting information about the performance of work along with job competencies. Various forms of questionnaires that are used in competency mapping comprise of the common metric questionnaires which lay interest on work activities and requirements. It encompasses the analysis of functional job analysis which defines job characteristics and duties. It also conducts occupational analysis which gives the work elements required for all professions.
It includes a position analysis questionnaire that relates human characteristics with job characteristics. It comprises of work profiling system measuring aptitude and personality qualities. The multipurpose occupational system depicts the competencies and tasks for administration jobs.
It gives a consistent approach for the measurement and quantification of a sample of attributes related to behavior. The two key kinds of psychometric assessments are:
- Aptitude test: Identify the natural inclination of the employee towards a specific area. Aptitude Test helps in predicting how an individual will perform in a given job.
- Achievement test: They quantify the level of ability and proficiency possessed by the person. This can be an art or Science. It also depicts other achievements in learning different skills in certain areas such as language skill reasoning and mathematics.