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Competency Mapping

Competency mapping is a process used to assess an individual's skills and strengths in areas like teamwork, leadership, and decision-making. It identifies the key competencies needed for each role in an organization. The competency mapping process involves developing core competencies, assessing competency levels for each position, creating competency-based job descriptions, developing a competency matrix for career progression, and creating individual development plans. Competencies can be behavioral, technical, functional, or leadership-focused. Behavioral competencies relate to soft skills, functional competencies define job duties, and leadership competencies involve skills like managing change and developing others.

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Abhiya
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240 views

Competency Mapping

Competency mapping is a process used to assess an individual's skills and strengths in areas like teamwork, leadership, and decision-making. It identifies the key competencies needed for each role in an organization. The competency mapping process involves developing core competencies, assessing competency levels for each position, creating competency-based job descriptions, developing a competency matrix for career progression, and creating individual development plans. Competencies can be behavioral, technical, functional, or leadership-focused. Behavioral competencies relate to soft skills, functional competencies define job duties, and leadership competencies involve skills like managing change and developing others.

Uploaded by

Abhiya
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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COMPETENCY MAPPING.

Meaning.
Competency mapping is a way of assessing the strengths and weaknesses of a worker or
organization. It is about identifying a person’s job skills and strengths in areas like teamwork,
leadership and decision making. Thus, it is about identifying a person’s job skills and strengths in
the areas like teamwork, leadership and decision-making.

Some of their objec-tives while performing their competency mapping are as follows:

1. Identifying the key success factors.

2. Pinpointing triggers for each role.

3. Laying direction for superior performance.


4. Setting defined expectations from employees.

5. Serving means for communicating performance expectations.

6. Ensuring that the employees obtain greater transparency about their roles.

7. Providing opportunities for development.

8. Creating a more empowered workforce.

9. Employing the workforce effectively.

steps in competency mapping process

Step I – Development of Core Competencies:

In this step, the leadership of the organization meets to brainstorm which core
competencies the organization requires in order to achieve its objectives, goals, and vision.
Examples of core competencies that are usually essential in organizations are problem-
solving, team-building, decision-making, and communication skills.

Step 2 – Assessing Competency Levels Required Across Positions:

After the leadership decides which competencies are essential, it is necessary to determine
the degree to which, and manner in which, these competencies are required in each type of
position (i.e., Sales Manager, Receptionist, and CEO). This assessment can be made
through interviews with incumbents of sample positions, using a Position Information
Questionnaire (PIQ).
Step 3 – Developing Competency-Based Job Descriptions:

Following the interview process, job descriptions can be developed that


include not only duties and reporting relationships but the core competency descriptions
that are tailored to each position. The same competencies are included in each employee’s
performance appraisal instrument so that he/she is evaluated on the same criteria that are
specified in the job description.

Step 4 – Competency-Based Matrix:

For career development purposes, new employees (or potential employees)


will be interested in career progression options available once they master different
competency levels. As career options become more complex and sophisticated, the core
competencies are elevated in terms of sophistication as well.

Step 5 – Individual Development Planning:

Using the job-descriptions and the performance appraisal process as a


foundation, Human Resources can provide coaching for individuals based on their unique
developmental needs. For example- if a sales representative is interested in a position as
Sales Manager, a Human Resources professional can counsel this person about current
strengths and areas for improvement and point out the competency levels required for the
higher level position.

Then the employee and the HR person can jointly map out a plan for the employee’s
development (courses, workshops, mentoring, etc.)
10 key competencies for complete finance professionals in its new
Competency Framework:

● professionalism and ethics. governance, risk and control


● stakeholder relationship management.
● strategy and innovation.
● leadership and management.
● corporate reporting.
● sustainable management accounting.
● financial management.
● Audit and assurance.
● Taxation.

Core competencies of HR Manager.

● Effective communication
● Ethical practice.
● Critical evaluation.
● Business acumen.
● Leadership and Navigation.
● Technical expertise.
● Cross cultural awareness
● Relationship manage

Competency dictionary.

Meaning.
A competency dictionary is a collection of competencies that address all
the skills, knowledge and abilities required of the jobs in the organization. It often
includes a combination of general competencies that are common to all jobs, and
technical competencies that are needed for specific jobs or functions within the
organization.specific types of competencies such as:

● Behavioral competency
● Technical competency
● Functional competency
● Leadership competency

Behavioral competency.

This type of competency can be explained as the sum of traits, abilities and motivations
needed to deliver effective performance, regardless of your job in an organization.
Behavioral competencies are also known as soft skills or general competencies.
Behavioral competencies provide a substantial set of
behaviors which aligns an organization’s vision or objectives with measurable
behaviors which can aid in achieving organizational success.The Behavioral
Competencies Examples are as follows;

● E.g. Creativity and Innovation can be a behavioral competency for a marketing


agency.
● E.g. Attention to Detail can be a behavioral competency for an organization.

Example of a Behavioral Competencies List

Below are several examples of behavioral competencies:

● Achievement Orientation
● Fostering Communication
● Attention to Detail
● Client Focus
● Continuous Learning

Leadership competencies

Leadership competencies are leadership skills and behaviors


that contribute to superior performance. By using a competency-based approach
to leadership, organizations can better identify and develop their next generation
of leaders. Essential leadership competencies and global competencies have been
defined by researchers. However, future business trends and strategy should
drive the development of new leadership competencies. While some leadership
competencies are essential to all firms, an organization should also define what
leadership attributes are distinctive to the particular organization to create
competitive advantage.

Essential Leadership Competencies

A focus on leadership competencies and skill development promotes better leadership.


However, skills needed for a particular position may change depending on the specific
leadership level in the organization.

Leadership Competencies

Leading the organization:

● managing change
● solving problems and making decisions
● managing politics and influencing others
● taking risks and innovating
● setting vision and strategy
● managing the work
● enhancing business skills and knowledge
● understanding and navigating the organization
Leading the self:

● Demonstrating ethics and integrity


● Displaying drive and purpose
● Exhibiting leadership stature
● Increasing your capacity to learn
● Managing yourself
● Increasing self-awareness
● Developing adaptability
● Leading others:
● Communicating effectively
● Developing others
● valuing diversity and difference
● Building and maintaining relationships
● Managing effective teams and work groups

Functional competencies

Functional competencies are defined by duties and responsibilities assumed by staff


members for a given job. Based on the job complexity and level of responsibility, and
the seniority of the occupational role, an average of three to five functional
competencies are assigned to a given job.Given the varied nature of its work, the
Agency could adopt numerous core and functional competencies; however, following
a thorough analysis of all scientific and administrative fields of work, it was decided to
restrict Functional competencies are often referred to as ‘job specific competencies’;
they outline the areas of competence within specific job functions. On average, three to
five functional competencies apply to any given job. All of the functional competencies
require compliance with the regulations, rules and policies of the Agency.The
functional competencies are:

● Leading and supervising;


● Analytical thinking;
● Knowledge sharing and learning;
● Judgment/decision making;
● Technical/scientific credibility;
● Change management;
● Commitment to continuous process improvement;
● Partnership building;
● Client orientation;
● Persuasion and influencing;
● Resilience.

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