Human Resource Info4all

↑ Grab this Headline Animator

Steps involved in Competency Mapping




These following steps are involved in Competency Mapping:
(a) Technical and functional competencies required for different functional positions
(b) technical and functional competencies possesses by employees manning those positions and 
(c) gap analysis.

Competency Mapping is a process which has not been widely used in organizations in India yet, and those who have done it have done it for behavioral Competency Mapping of employees. The company, however has realized that technical Competency Mapping of employees is very essential and that too for the workforce here which is expected to be more technically sound.
The methodology used for this exercise is as follows:
a)Contacting various companies who have adopted this system to understand how they have mapped their employees’ competencies through phone and email.
 b)Studying the Competency Mapping done at various levels in industries.
c)Compilation of the methods adopted by them and adding our own methodologies to cover up the flaws that we found in system.
The system of technical competency of employees of the company comprises of two parts:
(a) Assessment of positions and (b) Assessment of individuals
For assessment of individuals, a profile of employees has to be prepared department wise. The panel has to be formed for assessment purpose which would conduct interview and field test. Administration would be done for the same. What follows is the skill gap analysis. The project is concluded by covering the advantages of this newly developed system like its universality which was absent in the earlier systems studied. The data that would be gathered by this exercise could be used for other purposes apart from training and development. These could be recruitment, selection, career planning and succession. It could be used as a part of performance management system.
Talent assessment and talent segmentation:
(a) Collect data on grades awarded to employees during last three performance appraisals of one and a half years which show performance parameter of talent matrix, (b) quantify potential from skill gap analysis done in functional Competency Mapping which shows potential parameter of talent matrix, (c) prepare talent matrix of performance vs. potential matrix, and (d) talent segmentation on basis of region marked on the talent matrix.

The talent management process provides a holistic and systematic approach to acquire, develop and embed the competencies that are required to survive and achieve our aspirations. Framework is built on the work done so far on the people processes and is applicable to all managerial employees at senior, middle and junior levels.

We have used various terminologies to describe talent management process, universal understanding of these terminologies would be very handy in understanding and implementing this framework.

a) Talent: Talent has both aptitude and skill and is very critical to business success.
b) Potential: Potential is not merely a demonstration of the acquired intellectual and emotional assets but, also a demonstration of ability to acquire the assets needed for future situations. Not necessarily, every talent represents a potential. A high talent does not necessarily imply high potential.
c) Leadership: Talent when coupled with potential occupies certain positions that set the direction and drive the organization and teams towards an aspirational goal. High performance and high leadership potential is critical to the success of the business. All employees have talent and potential that is important for the organization, however, some talent are crucial than others and organization would make differential investment in different talents.

There are recommendations given in the end in order to increase the usability of the results of the exercise; employees have to be motivated to take up the exercise and participate willingly without force. They have lots of apprehensions which have to be removed. Reward based performance should be there. Promotional avenues could be increased so that they feel that the training has been useful to them. There has to be co-operation from the management and ultimate purpose of development has to be fulfilled to prove the worth of the investment that would be done to conduct this exercise. Also attitude of the people has to be changed and could be another exercise in itself. Also an IT based system should be developed to reduce errors.
The exercise could be a bigger success only if the planning done is religiously followed and development of the employees is taken-up seriously. This would be beneficial both to the employees and the company. It would help the company in a big way to increase its productivity and meet the targets it has set for the years to come.
If you like the posting, you may subscribe for related articles or follow me for coming up articles.
Share |

1 comment:

Abhishek Ku. Sadhu said...

Very good information on competency mapping steps.....

Post a Comment

Found useful? Leave a comment and recommend to others

Related Posts Plugin for WordPress, Blogger...