Are you looking for a retention method that will ALSO bolster your productivity levels and bottom line? This matching of jobs and people to facilitate excellence in performance can be achieved through competency mapping. The process consists of breaking a job into its most basic constituents managerial, technical, conceptual, and attitude needed to perform the same successfully.
Competency describes what superior performers actually do on a job that produces superior results. Armed with this information, selection, retention, training, succession planning and performance management systems can be integrated and designed to attract, develop and retain top performers.
Basic competencies are inherent in all individuals. Only their degree of existence would be differing.
For example, problem solving is a competency that exists in every individual but in varying degrees. Professional competencies are over and above the basic competencies, and are job related. For example, handling a sales call effectively is a competency that a sales personnel would be required to have.
Those which determine the intellectual ability of a person. Those which determine the level of motivation in an individual. Those which determine an individual's emotional quotient.
Those that determine the level of social ability in a person. It has been proved by various scholars that all individuals have competencies. Only the combination and degree of these competencies differ from individual to individual.
Hence, organizations have to identify the critical basic competencies required for individual employees to deliver their best in their organization. The importance of mapping the competencies proves critical for organizational success.
Types of Professional Competencies: The professional competencies encompass the knowledge, experience and expertise gained by an individual employee.
Following are the steps included in competency mapping: To classify the competencies under the types of competencies. To determine type of competency that is the most critical for an oranisation. To determine the critical competencies that are required for superior performance at a given level in the organization educational institution.HR practice is competency mapping for development of the employees.
Identifying and development of the competencies in organization enable better performance management as well as reward and recognition systems leading to career and succession planning programs.
Also competency mapping is a strategic HR frame work for monitoring the performance. Yuvaraj ()ii in his article titled “ Competency Mapping- A drive for Indian Industries” explained the Job Competencies required to work in a manufacturing . Definition: Competency mapping identifies an individual's strengths and weaknesses.
The aim is to enable the person to better understand himself or herself and to point out where career development efforts need to be directed.
Skills and competen- Competency Mapping is a process of identifying key cy, therefore, becomes a focal point of companies, which competencies for a company or an organization and the aims at improving their performance. Competency Mapping is a process of identifying key competencies for a company or institution and the jobs and functions within it.
Competency is a behavior (i.e. communication, leadership) rather than a . Competency Mapping is a process of identifying the 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.