Competency Mapping is a process of identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability.
The steps involved in competency mapping with an end result of job evaluation include the following:
1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.
2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.
3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.
4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.
Source: http://e-hresources.com <link updated to site home>
From India, Gurgaon
656The steps involved in competency mapping with an end result of job evaluation include the following:
1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.
2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.
3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.
4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.
Source: http://e-hresources.com <link updated to site home>
From India, Gurgaon
HI,
Thanks doe sharing info, Can you give one example of competency mapping taking a position let say Manager HR.
I know the competency mapping would differ from company to company as the competency mapping is done based on Organisation need at the large.
Hope to get one such example.
Thanks & Regards,
Kranthi Kumar ASV
From India, Secunderabad
Thanks doe sharing info, Can you give one example of competency mapping taking a position let say Manager HR.
I know the competency mapping would differ from company to company as the competency mapping is done based on Organisation need at the large.
Hope to get one such example.
Thanks & Regards,
Kranthi Kumar ASV
From India, Secunderabad
Competency Mapping to be done very intellegently in an industrial enviornment without giving dissatisfaction and a negative impact to workforce.
It also involves by assessing the emotional intelligence and emotional quotient of
the individual and assessing their current skills
From India, Bangalore
It also involves by assessing the emotional intelligence and emotional quotient of
the individual and assessing their current skills
From India, Bangalore
I think, we (those that post queries) should do some work for ourselves by searching using Google. For example, I found this site for a good definition
What is Competency Mapping?
Have a nice day.
Simhan
From United Kingdom
What is Competency Mapping?
Have a nice day.
Simhan
From United Kingdom
hai this is sangeeta iam curently doing my project on competency mapping in mafoi consultancy,chennai.. My topic is on competency mapping... can i get some notes based on this topic plz.. it would be a great help to me... thanking u... its urgent plz.......
From India, Madras
From India, Madras
Please search CiteHr, if you have not done. Also, please try and give as much detail as you can about the scenario for which you want the questionnaire and what's the questionnaire for, etc.
Simhan
From United Kingdom
Simhan
From United Kingdom
Hi Simhan
The article surely was very good and gives knowledgeable info on Competency Mapping. However, I would also like to know if there is any method/practice/form/procedure to design and implement Comp mapping?
How is it practiced in companies, if few examplescan be given....
thanks
kanika
From India, New Delhi
The article surely was very good and gives knowledgeable info on Competency Mapping. However, I would also like to know if there is any method/practice/form/procedure to design and implement Comp mapping?
How is it practiced in companies, if few examplescan be given....
thanks
kanika
From India, New Delhi
Hi, I have attached a sample Competency chart i have created to map the various behavioural attributes of employees at the Junior (Exec/ Assc) level. Requets your valuable comments. Regards Amith
From India, Mumbai
From India, Mumbai
Hello Kanika,
Just as I searched, if you also search the web using Google you will find the answer for your question. As a retired academic, that's what I have to do. I have no first-hand experience of implementing it.
Simhan
From United Kingdom
Just as I searched, if you also search the web using Google you will find the answer for your question. As a retired academic, that's what I have to do. I have no first-hand experience of implementing it.
Simhan
From United Kingdom
Dear Freinds,
I have to prepare the job description for Hr manager with emphasis on human resource development & employee engagement in my company. Can anyone please help me & provide me some guidelines? my email-id is [HTML][Shilpa.chauhan85@gmail.com/HTML].
Regards,
Shilpa Chauhan
From India, Indore
I have to prepare the job description for Hr manager with emphasis on human resource development & employee engagement in my company. Can anyone please help me & provide me some guidelines? my email-id is [HTML][Shilpa.chauhan85@gmail.com/HTML].
Regards,
Shilpa Chauhan
From India, Indore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc