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Competency Mapping - PM

Competency mapping is the process of identifying the key competencies needed for successful job performance. It involves understanding the job requirements, identifying the behaviors of top performers, assessing individuals, and developing plans to address competency gaps. The goal is to determine the knowledge, skills, and abilities required for roles and develop individuals to enhance organizational effectiveness.

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tina_sweet_life
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55 views

Competency Mapping - PM

Competency mapping is the process of identifying the key competencies needed for successful job performance. It involves understanding the job requirements, identifying the behaviors of top performers, assessing individuals, and developing plans to address competency gaps. The goal is to determine the knowledge, skills, and abilities required for roles and develop individuals to enhance organizational effectiveness.

Uploaded by

tina_sweet_life
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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What do we mean when we say

“COMPETENCY” ?

 A Competency is an underlying characteristic


of a person which enables him /her to deliver
superior performance in a given job, role or a
situation.
Difference Between Performance &
Competency…….
 “Performance” is a deliberate and purposeful action
or set of actions that an individual takes in order to
achieve a desired result or output of some kind that
has got value to the individual.

 “Competency” can be thought of as the tools that


individuals use for successful or exemplary (best-in-
class) performance. The “best performer” is always
called as ‘Competent performer’ and not vice versa.
 Competencies are seen mainly as inputs.
 They consist of clusters of knowledge,
attitudes and skills that affect an
individual’s ability to perform.
 Competencies are personal characteristics
that contribute to effective managerial
performance.
KNOWLEDGE
Relates to information
Cognitive Domain

Set of Attribute
SKILLS Relates to
qualitative
Relates to the
aspects
ability to do,
personal
Physical
Characteristics
domain
COMPETENCY or traits

Outstanding
Performance of
tasks or activities
Types of Competencies

Natural ability that prepares the


Aptitudes
person to fulfill the responsibilities

Way of thinking or behaving


Attitudes needed to fulfill the responsibilities

Acquired ability or experience


Skills needed to fulfill the responsibilities

Information and understanding


Knowledge needed to fulfill the responsibilities
 Competency Map.
A competency map is a list of an individual’s
competencies that represent the factors most critical
to success in given jobs, departments, organizations,
or industries that are part of the individual’s current
career plan.

 Competency Mapping.
Competency mapping is a process an
individual uses to identify and describe
competencies that are the most critical to success in
a work situation or work role.
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.
 Competency Mapping. Competency mapping is a
process an individual uses to identify and describe
competencies that are the most critical to success
in a work situation or work role.
Competency Mapping : Flow Chart

Job
Description

Role
Clarification

Competencies
reqd. for the Job

Competencies a
Job Holder has

Competency
Mapping

Bridging the
Competency Gap
Competency Mapping

HR Functional Role lies in:


 Identifying Competencies required by organisations
 Designing the Assessment/Development Center ( For
Selection/promotion and development of managers)
 Designing scientific instruments for assessment
(Psychological tests, In-Baskets etc)
 Developing Internal Assessor capabilities
 Facilitating Developmental outcomes/action plans
 Institutionalizing the process in the organisation
PURPOSE OF COMPETENCY MAPPING
 "Effectiveness of an organisation is the summation of the
 required competencies in the organisation".
· Gap Analysis
· Role Clarity
· Selection, Potential Identification, Growth Plans.
· Succession Planning.
· Restructuring
· Inventory of competencies for future planning.
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.
MAPPING PROCESS:

 FIRST STAGE:
The first stage of mapping requires
understanding the vision and mission of the
organization.
 SECOND STAGE:

Second stage requires understanding from the


superior performers the behavioural as well as the
functional aspects required to perform job effectively.
THIRD STAGE:
 Third stage involves thorough study of the BEI
Reports/ Structured Interview Reports.
 Identification of the competency based on
competency frame work.
 Measurement of competency.
 Required levels of competency for each job family.
 Development of dictionary which involves detail
description of the competency based on the
indicators.
  Care should be taken that the indicators should be
measurable and gives objective judgment.
 FOURTH STAGE:
 a.            This stage requires preparation for assessment.
 b.            Methods of assessment can be either through
assessment centers or 360 Degree Feedback
 c.             If assessment centre is the choice for assessment then
tools has to be ready
beforehand                                                                                     
 
  i.      Tools should objectively measure the entire competency
required.                    ii.      Determine the type of the tools for
measuring competency 
 ii.      Prepare the schedule for assessment
 iv.      Training to the assessor should indicate their thorough
understanding of the competencies and the tools and also as to
how the behavior has to be documented.
 FIFTH STAGE:
 This stage involves conducting assessment centre. 
Usually it is a two day program which would
involve giving a brief feedback to the participant
about the competencies that has been assessed and
where they stand to. 
 SIXTH STAGE:
 Sixth stage involves detailed report of the
competencies assessed and also the development
plan for the developmental areas.
Summary
No matter how formal or informal and
organization’s practices are regarding development
planning, the important idea for the individual is to
map his or her top competencies that are important
to their future career passion and success. From
among those top competencies, the individual
needs to identify their current competency
strengths, and also their future competency
development needs.

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