Competency Mapping
Competency
mapping is the process that identifies an individual's strengths and
weaknesses. The aim is to make one better understand oneself and tells where career
development efforts need to be emphasized.
Competencies are derived from specific job roles and responsibilities within the organization and are often grouped around categories such as strategic development, relationship management, innovation, leadership, risk-taking, decision-making, emotional intelligence, etc.
As far as the path of competency mapping is concerned, the first step is job analysis, where the company lists core competency required for the concerned job. The next step is the development of a competency scale for the job on the parameters previously identified.
The mapping of employees can be a self-made exercise or done by superiors. It can also be done by using the 360-degree analysis where peers, first reports and customers also rate the employee and the activities he is involved in.
Competencies are derived from specific job roles and responsibilities within the organization and are often grouped around categories such as strategic development, relationship management, innovation, leadership, risk-taking, decision-making, emotional intelligence, etc.
As far as the path of competency mapping is concerned, the first step is job analysis, where the company lists core competency required for the concerned job. The next step is the development of a competency scale for the job on the parameters previously identified.
The mapping of employees can be a self-made exercise or done by superiors. It can also be done by using the 360-degree analysis where peers, first reports and customers also rate the employee and the activities he is involved in.
Methods of Competency Mapping
1. Assessment Centre
This
is the mechanism used by organizations to assess and evaluate their employees
on the basis of the required competencies according to the individual job
specifications. There are numerous exercises which organizations adopt in the
process of assessment.
The
exercise which are used these days are:
·
Group
Discussions
·
In Tray analysis
·
Interviews
·
Role plays
·
Case study
analysis
2. Critical Incident Technique
In
the technique the analysis takes place on the behavioural outcome of the employee
or the organization. How people behave in different situations and what were
the outcomes and results due to that behaviour.
3. Interview Technique
It
is a one to one interaction between the interviewer and the applicant. It
brings out the first hand information without any intermediaries. It is a
technique most commonly used in all companies.
4. Questionnaires
They
contain list of questions to be answered by the applicant on the basis of which
assessment takes place
5. Psychometric Tests
It
is a standardized approach having a prefixed set of questions which are
measurable and objective type. They can be:
·
Aptitude Tests
·
Achievement
Tests
