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Competency Mapping - Techniques and Models

Competency mapping identifies the skills, behaviors, and attributes that distinguish excellent performance. It can be used for recruitment, development, succession planning, and organizational analysis. Critical incident analysis and repertory grid techniques are used to map competencies. Competency models specify the behaviors, knowledge, and motivations needed to achieve organizational goals but must be based on actual employee and performance data to be effective.

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5K views

Competency Mapping - Techniques and Models

Competency mapping identifies the skills, behaviors, and attributes that distinguish excellent performance. It can be used for recruitment, development, succession planning, and organizational analysis. Critical incident analysis and repertory grid techniques are used to map competencies. Competency models specify the behaviors, knowledge, and motivations needed to achieve organizational goals but must be based on actual employee and performance data to be effective.

Uploaded by

catchardip
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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What is Competency Mapping

It is about identifying preferred behaviours and


personal skills which distinguish excellent and
outstanding performance from the average.A
Competency is the ingredients (skills, knowledge,
attributes and behaviours) that contribute to
excellence.
When should Competencies
be used?

The use of Competencies can include: assessment


during recruitment, assessment during further
development; as a profile during assessment to guide
future development needs; succession planning and
promotion; organisational development analysis.

Techniques used to map Competencies include


Critical Incident Analysis and Repertory Grid.
What is Critical incident technique?

Respondents are asked to relate specific


incidents, which highlighted exemplary
behaviours in critical situations. This is based on
the assumption that the best and the worst of a
person surfaces in a crisis.
What is Repertory Grid Analysis?

 identify important attributes


 for each attributes, establish a bipolar scale
with differentiable characteristics and

their opposites
Example: Assisting in selecting a computer
language

 Attributes
• Availability
• Easy of Programming
• Training Time
• Orientation
 Traits
• high, low, symbolic, numeric
Attributes Trait Opposite

Availability Widely Available Not available

Ease of High Low


Programming

Training Time Low High

Orientation Symbolic Numeric


Business Applications of
Repertory Grid

 Market Research
 Quality Control
 Job Analysis and Design
 Decision Making
Competency models
❧ “Organizational” Approaches Models

❧ “HR Systems” Approaches Models

❧ “Team” Approaches Models

❧ Individualistic Models
“Organizational” Approaches
Elliot Jaques provides a normative model of effective
hierarchical organizations with an emphasis on
competencies. The elements include the present and
potential competencies of individuals along the dimensions
of cognitive capacity, valuing the work, and non-disruptive
personality.

Peter Senge’s approach to a whole organization


competency model is captured in his notion of the "learning
organization." Its essential characteristics include nurturing
the growth of new capabilities, transformational learning for
survival, learning through performance and practice, and the
inseparability of process and content.
“HR Systems” Approaches
Dubois focuses on the whole human resources
system, but emphasizes competency improvements through
training and development strategies and programming: the
contingencies are driven by organizational strategy but
outcomes are focused on individual employees’ competency
enhancement.
Charles Snow’s contingency model links
organizational performance to HRM and competency.
Strategies depend on extent to which cause-effect relations
affecting organizational performance are known and degree
of formalized standards of desirable performance.
“Team” Approaches

Campion’s model, which applies to


professional work, suggests that teams
composed of individuals with complementary
competencies are more effective and have higher
levels of job satisfaction than teams whose
members have the same competency sets. This
is especially true for work that is complex and
varied in scope.
Individualistic Models
Traditional Person-Job Match Model
This model assumes that employees have jobs with specific and
identifiable tasks. Work is generally standardized and repetitive in
an organizational hierarchy. Job performance is readily verifiable.
This model works best with organizations defined by stable
environments
Strategy Based Model
This model assumes that employees have roles defined by the
organization’s strategic goals. Work is flexibly defined and often
carried out in a flattened, decentralized or matrix structure. Role
performance is only partially verifiable. This model functions
most effectively in organizations in competitive, complex or highly
stressed environments.
Individualistic Models (contd)
The Strategy Development Model
This model assumes that employees with broad, strategic
“attributes” will create their own roles which interact to produce
the organization’s strategy. Work is constantly evolving within a
network of organizational relationships. This model is described
in terms of organizations in chaotic, unpredictable, or very rapidly
changing environments.
Intellectual Capital Model
These models emphasize the linkages and dynamic
interaction among human capital, structural capital, and customer
(client) capital. These models stress the knowledge that resides in
employees and strategies to use it and value it differently.
Companies create and use the Competency models
to specify the employee behaviors, knowledge, and
motivations that they believe are
necessary to produce organizationally critical results.
But if the model is not quite right, the organization will
suffer. To determine the right model it is essential to
look at actual data -- assessments of employees‘
competencies and of the results they achieve.
As a conclusion we can say that ,it is
through the competencies of its employees
executives, managers, and individual
contributors -- that an organization
executes its strategy and achieves results
that are crucial to its success.

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