What is Competency Mapping

What is Competency Mappingr
Competency mapping is the process of identifying preferred behaviors and personal skills that characterize a good performance and excellent value for the average.
Uses of Competency Mappingr
The use of Competency Mapping is during hiring, through exercises based on the work accurate and relevant, validated, psychometric testing, and assessment for the later development, succession planning and promotion, organizational development analysis.
Steps in Competency Mappingr
Competency mapping is an approach that aims to help an organization to align individual development with business strategic objectives. NAHRS recommend the following step by step to mapping process.
1. Development of Core Competenciesr
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, teambuilding, decision making, and communication skills.
2. Assessing Competency Levels Required Across Positionsr
After the leadership decides which competencies are essential, it’s necessary to determine the degree to which, and manner in which, these competencies are required in each type of position .This assessment can be made through interviews with incumbents of sample positions, using a Position Information Questionnaire.
3. Developing Competency-Based Job Descriptionsr
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.
4. Competency-Based Matrixr
For career development purposes, new 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.
5. Individual Development Planningr
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
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