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TVRLS Expertise » Competency Mapping

Competency Mapping


Competency mapping is the process of identification of the competencies required to perform successfully a given job/role/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.

Competency mapping is used as the basis for any competency assessment that can be done at a later stage. (Competency assessment is the assessment of the extent to which a given individual or a set of individuals possess these competencies required by a given role or set of roles or levels of roles.). The output of a comprehensive competency mapping of key positions is a role directory with required competencies
 
Competency mapping can be used as a basis to further design and develop the following:
A Human Resource Information System, highlighting basic qualifications, skill sets and experience of all employees of the organization. The HRIS will help in monitoring manpower planning, recruitment, identification of training needs and other HRD interventions.
To design a Role Directory containing job-descriptions, responsibility, authority etc. details. Such a directory aims at helping the organization clarify roles, fix accountabilities and form a basis for performance appraisal.
Inputs from competency mapping can be used to design a performance appraisal system by incorporating the competencies needed for various categories of jobs.
To develop a system of identifying training and development needs and a training and development plan that could be used annually.
As one of the tools for succession planning (Assessment and Development Centers can be used as a tool for this). It can also be used for Leadership Development by designing a 360 Degree Feedback tool using the competencies generated by the competency mapping exercise.
The benefits of competency mapping are:
More Professionalism in the organization and better role to individual fitment
More focused development of individuals by identifying and building their competencies
Assessment gets extended to Individuals, Teams and Organization and leads to continuous development of the organization
Improves internal communication
Focuses attention of people on Job-specific behavior'sand competencies
Helps uplift competencies of critical groups of managers by providing them insights into their competencies and developmental opportunities.
Creates a competency based culture in the organization