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Competency mapping HRD
Competency mapping is the process of identifying the competencies needed to successfully perform a given job, role, or set of tasks. It involves breaking down the job into its constituent activities and tasks and determining the technical, behavioral, and other competencies required. Competencies can be identified through methods like interviews, group work, task analysis workshops, and questionnaires with input from managers, current and past role holders, supervisors, and other stakeholders. The process involves first conducting a job analysis through questionnaires, then developing a competency-based job description, and finally mapping employees' capabilities to the identified competency benchmarks.
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Competency mapping HRD
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- 2. What is Competency? Any underlying characteristic required for performing a given task, activity, or role successfully can be considered as competency Competency may take the following forms: knowledge, attitude, skill, other characteristics of an individual including: motives, values, etc.
- 3. What is CompetencyMapping? Competency mapping is the process of identification of the competencies required to perform successfully a given job or role or a set of tasks at a given point of time It consists of breaking a given role or job into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, attitudes, skills, etc.) needed to perform the same successfully
- 4. Who does? Competencies can be identified by one of more of the following category of people: Experts, HR Specialists, Job analysts, Psychologists, Industrial Engineers etc. in consultation with: Line Managers, Current & Past Role holders, Supervising Seniors, Reporting and Reviewing Officers, Internal Customers, Subordinates of the role holders and Other role set members of the role (those who have expectations from the role holder and who interact with him/her)
- 5. Methods used forCompetency Mapping The various methods used in combination for competency mapping Interviews Group work Task Forces Task Analysis workshops Questionnaire Use of Job descriptions Performance Appraisal Formats etc.
- 6. Steps First:A job analysis is carried out by asking employees to fill in a questionnaire that asks them to describe what they are doing, and what skills, attitudes and abilities they need to have to perform it well Second: Having discovered the similarities in the questionnaires, a competency-based job description Third: Having agreed on the job requirements, one starts mapping the capability of the employees to the benchmarks
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Editor's Notes
- #4 Competency mapping is the process of indetifyication of the competencies required