Competency MappingAbstract | Behavioral | Focused

Vaibhav Vyas

Competency

• The Ability to do something successfully or efficiently

Mapping

• An operation that associates each element of a given set with one or more elements of a second set

Why Competency Mapping• Think of an struggling organization• How to identify the point of difference• Whom to target• How to assess• How to analyze

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

• A competency is defined as a behavior (i.e. communication, leadership) rather than a skill or ability

• According to Boyatzis(1982) “A capacity that exists in a person that leads to behavior that meets the job demands within parameters of organizational environment, and that, in turn brings about desired results”

Characteristics of Competency Mapping• MotivesThings a person constantly thinks about, the reason for doing something• TraitsPhysical characteristics and consistent responses to situation• Self ConceptA person’s attitude value or self image• Knowledge• SkillAbility to perform certain mental or physical task

Process 1. Skill identification from the job description2. Club all the skills across organization3. Frame skill categories4. Devote skills into categories5. Prepare a skill dictionary6. Understand the levels7. Map accordingly8. Identify the Gap

Methods• Situational Observation, Discussion and

simulation exercises• Scenarios with a trained assessor

Assessment Center

• Critical events, exceptional examples of accomplishment or failure

• Collected through interviews or questionnaires

Critical Incidents

Techniques

• Targeted questionsInterviews

• Common metric questionnaire – work requirements and activities

• Functional job analysis – job duties and characteristics

• Occupational analysis – task oriented duties and competencies

Questionnaires

• To measure behavioral attributes – aptitude and achievement tests

• Focuses on behavior rather than skill or abilityPsychometric

Tests

Competency mapping in Chola MS• Understanding the JD for GR 3 to MG 7 profiles• Defining personal and organizational goals• Defining skills• Preparing Skills Dictionary• Creating a functional questionnaire• Mapping Skills according to replies • Finding and analyzing the gap

Competency Mapping in Chola MS• Combination of questionnaire and psychometric tests• Occupational AnalysisContains : Information Received, Mental Activities, Work Behavior, Work Goals, and Work ContextRespondents rate each job element on one of four rating scales designed for the elementAfterwards , the matching is done between competencies and work requirements

Creating a skill dictionary Reference Core Competencies Variables

A Developing People Relationship Building

B Values and Ethics Conflict Management

C Commitment LoyaltyMaintaining Secrecy

D Performance Project Management

E Basic Knowledge Analytical AbilityKnowledge Of Products

F Job Related Skills Effectiveness in completion of work

G Personal Competence PlanningInnovation

H Communication Skills Delivering IdeasInterpersonal Skills

I Leadership Decision Making

Questionnaire

Analysis• Conducted for 50 employees out of which 48 were relevant

A B C D E F G H I0

1

2

3

4

5

6

7

8

9

10

21

32

10

23

5

8

Competency Gap

Competency

Ratin

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RegardsQuestions?