Hi all,
I am in the process of working on Competency Mapping. Can anyone guide me on how to proceed? I am starting by experimenting with one position. If any of you have any insights on this, please let me know.
Regards,
Anu
From India, Bangalore
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I am in the process of working on Competency Mapping. Can anyone guide me on how to proceed? I am starting by experimenting with one position. If any of you have any insights on this, please let me know.
Regards,
Anu
From India, Bangalore
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Hi Anu,
To start with, you should be clear as to what is the purpose of Competency Mapping in your organization. Once that is clear, you should go ahead with the actual process.
The best way to map a position is to talk to the present position holder - in the sense have a detailed discussion with him/her and try to understand his/her job responsibilities (you should record and list them down activity-wise). This will give you an understanding as to what it would take to effectively execute those responsibilities.
To begin with, this could be enough. But if you are looking for a detailed and thorough mapping, then you can take inputs also from the role set members of that position (that means the boss, subordinate, internal customer, suppliers, peers, etc.). They can also be asked what are the competencies required for effective execution of the responsibilities.
Such a multifaceted process brings in better clarity and objectivity in the entire process and the results are much closer to reality.
Based on the inputs taken from all the concerned, it is then the responsibility of the HR process owners (those involved in the interviews and discussion process) to identify the most critical competencies and thereby arrive at the competency basket of the position.
Certain competencies are generic across the organization (such as innovativeness, communication skills, empathy, customer focus, etc., which are derived from the vision, mission, and values of the organization). These competencies are required for every position across the organization. Over and above these, every position would have its specific set of competencies required.
It's a lengthy process. I have been doing it for all executives in my organization across all locations. It takes time for sure, but nonetheless, the results are much more factual and objective. Do let me know if you need any further clarification.
Regards,
Swati
From India, Chennai
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1To start with, you should be clear as to what is the purpose of Competency Mapping in your organization. Once that is clear, you should go ahead with the actual process.
The best way to map a position is to talk to the present position holder - in the sense have a detailed discussion with him/her and try to understand his/her job responsibilities (you should record and list them down activity-wise). This will give you an understanding as to what it would take to effectively execute those responsibilities.
To begin with, this could be enough. But if you are looking for a detailed and thorough mapping, then you can take inputs also from the role set members of that position (that means the boss, subordinate, internal customer, suppliers, peers, etc.). They can also be asked what are the competencies required for effective execution of the responsibilities.
Such a multifaceted process brings in better clarity and objectivity in the entire process and the results are much closer to reality.
Based on the inputs taken from all the concerned, it is then the responsibility of the HR process owners (those involved in the interviews and discussion process) to identify the most critical competencies and thereby arrive at the competency basket of the position.
Certain competencies are generic across the organization (such as innovativeness, communication skills, empathy, customer focus, etc., which are derived from the vision, mission, and values of the organization). These competencies are required for every position across the organization. Over and above these, every position would have its specific set of competencies required.
It's a lengthy process. I have been doing it for all executives in my organization across all locations. It takes time for sure, but nonetheless, the results are much more factual and objective. Do let me know if you need any further clarification.
Regards,
Swati
From India, Chennai
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Dear All,
I am also planning to implement a formalized competency mapping in our organization. Currently, we have a Performance Appraisal system in place. Based on the annual appraisal, we plan the training and other development requirements for each employee. Within this system, there is a section where the appraiser rates various competencies such as Business & Technical Proficiency, Customer Focus, Teamwork and Cooperation, Setting and Fulfilling Commitments, Communicating with Others, Innovation, and Creativity of the appraisee.
I have a question for you all. Can we consider this as formalized competency mapping? Or do you believe that more competencies need to be rated? Please share your valuable comments.
Regards,
RAM
From India, Mumbai
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I am also planning to implement a formalized competency mapping in our organization. Currently, we have a Performance Appraisal system in place. Based on the annual appraisal, we plan the training and other development requirements for each employee. Within this system, there is a section where the appraiser rates various competencies such as Business & Technical Proficiency, Customer Focus, Teamwork and Cooperation, Setting and Fulfilling Commitments, Communicating with Others, Innovation, and Creativity of the appraisee.
I have a question for you all. Can we consider this as formalized competency mapping? Or do you believe that more competencies need to be rated? Please share your valuable comments.
Regards,
RAM
From India, Mumbai
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Hi Ram,
What you are doing in your organization is trying to assess where individuals stand in terms of the competencies identified. This isn't Competency Mapping. This is Competency Assessment. It's a widely misunderstood terminology. Mapping means identifying the job responsibilities of a position and thereby identifying the competency requirements for that position. The individual competencies (evaluation doesn't come into the picture in competency mapping). Only after you first map out (identify the job responsibilities and competency requirements) can you (or rather should you) go for assessing where individuals stand in terms of the competencies required.
I hope now you'd be clear about the basic and fundamental difference between Competency Mapping and Assessment. If you need any further clarification, you can write back.
Regards,
Swati
From India, Chennai
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What you are doing in your organization is trying to assess where individuals stand in terms of the competencies identified. This isn't Competency Mapping. This is Competency Assessment. It's a widely misunderstood terminology. Mapping means identifying the job responsibilities of a position and thereby identifying the competency requirements for that position. The individual competencies (evaluation doesn't come into the picture in competency mapping). Only after you first map out (identify the job responsibilities and competency requirements) can you (or rather should you) go for assessing where individuals stand in terms of the competencies required.
I hope now you'd be clear about the basic and fundamental difference between Competency Mapping and Assessment. If you need any further clarification, you can write back.
Regards,
Swati
From India, Chennai
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Hi Swati,
Thank you for the information. Once the competencies (specific & generic) are identified for each position, how is the rating done on a scale of 1-5? Who all are involved in deciding the rating?
Regards,
Anu
From India, Bangalore
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Thank you for the information. Once the competencies (specific & generic) are identified for each position, how is the rating done on a scale of 1-5? Who all are involved in deciding the rating?
Regards,
Anu
From India, Bangalore
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Dear friends,
Namaskar.
Mapping or assessment, whatever jargon you may use, will determine the outcomes of your ratings. Who are the raters capable of assessing competencies? Will the attitudes of the raters not affect the ratings?
These questions bring up concerns about the reliability and validity of the outcomes. Can you overlook reliability and validity estimates?
Regards,
Jogeshwar
From India, Delhi
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Namaskar.
Mapping or assessment, whatever jargon you may use, will determine the outcomes of your ratings. Who are the raters capable of assessing competencies? Will the attitudes of the raters not affect the ratings?
These questions bring up concerns about the reliability and validity of the outcomes. Can you overlook reliability and validity estimates?
Regards,
Jogeshwar
From India, Delhi
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hi , try to get hold of the book "competence at work" by spencer and spencer....that shall be more than enough regards, vineeta
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Hi Anu, I am attaching the ppts on competency mapping which will give u brief idea on competency model, process. Bye Vanita
From India, Mumbai
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From India, Mumbai
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Hi everyone,
I have seen the competency PowerPoint, but it conveys only a general idea. The sender should not be affected; it is a good job. You must have a clear idea of what competency mapping is. I am attaching the article published in the Harvard Business School Review by T.V. Rao. Please give me your feedback at
.
Thank you!
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I have seen the competency PowerPoint, but it conveys only a general idea. The sender should not be affected; it is a good job. You must have a clear idea of what competency mapping is. I am attaching the article published in the Harvard Business School Review by T.V. Rao. Please give me your feedback at
Thank you!
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Hi everyone,
There is this new book on Competency Management by Ganesh Shermon. It's a nice book to touch the basics.
As a summer intern, I have been asked to do the competency modeling of Plant Managers in an Indian Oil Company.
Cheers,
Teevrta
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There is this new book on Competency Management by Ganesh Shermon. It's a nice book to touch the basics.
As a summer intern, I have been asked to do the competency modeling of Plant Managers in an Indian Oil Company.
Cheers,
Teevrta
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Hi Swati,
This is Praveen here, and I'm doing my summer training on competency mapping. For that, I have conducted a position analysis in my organization, but I am unable to identify gaps as I don't have the ideal work done by that position. Please let me know how to proceed with competency mapping.
I have a total of 6 departments in my organization. First, I need to determine the hierarchy level of each department and then review all the positions in each department to identify their responsibilities. What should I do next? Please guide me on how to proceed further; your help will be greatly appreciated.
Regards,
Praveen
From India, Ghaziabad
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This is Praveen here, and I'm doing my summer training on competency mapping. For that, I have conducted a position analysis in my organization, but I am unable to identify gaps as I don't have the ideal work done by that position. Please let me know how to proceed with competency mapping.
I have a total of 6 departments in my organization. First, I need to determine the hierarchy level of each department and then review all the positions in each department to identify their responsibilities. What should I do next? Please guide me on how to proceed further; your help will be greatly appreciated.
Regards,
Praveen
From India, Ghaziabad
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Hi Anu,
Competency Mapping, in simple terms, implies the criteria for employee competence. This clearly defines the role an individual plays, their job responsibilities, and the skills required to achieve the same. It is essential for an organization to have this understanding before recruiting.
Regards,
N. Neelam
From India, Madras
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Competency Mapping, in simple terms, implies the criteria for employee competence. This clearly defines the role an individual plays, their job responsibilities, and the skills required to achieve the same. It is essential for an organization to have this understanding before recruiting.
Regards,
N. Neelam
From India, Madras
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Hello,
Thank you for providing the details of competency. I am working on a project of competency profiling of executives and managers during my summer training in MBA. Could you please assist me in creating a questionnaire at your earliest convenience?
Thank you.
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Thank you for providing the details of competency. I am working on a project of competency profiling of executives and managers during my summer training in MBA. Could you please assist me in creating a questionnaire at your earliest convenience?
Thank you.
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Hi Swathi,
Thank you for providing information about competency mapping. Please let me know the following: Once competency mapping is implemented in an organization, how often is the assessment conducted? Is it once a year or twice a year? What is the ideal frequency for conducting the assessment for training and other developmental programs?
Regards,
RAM
From India, Mumbai
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Thank you for providing information about competency mapping. Please let me know the following: Once competency mapping is implemented in an organization, how often is the assessment conducted? Is it once a year or twice a year? What is the ideal frequency for conducting the assessment for training and other developmental programs?
Regards,
RAM
From India, Mumbai
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Dear friend,
Competency mapping and assessment are different, but there is also competency testing, which is the next stage after the former two. Without mapping, we cannot know what we need to study. Following mapping is the assessment of the actual state of the competencies being mapped. Then, we need to determine the standard competency level before testing all employees on the required competencies. One could group some competencies or go one by one. Nowadays, this is the best way to ensure and obtain a statistical report on every student or candidate they are recruiting.
I have a center where I map competencies for companies like IT, FMCG, etc., and also conduct psychological testing for students.
Thank you.
From India, New Delhi
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Competency mapping and assessment are different, but there is also competency testing, which is the next stage after the former two. Without mapping, we cannot know what we need to study. Following mapping is the assessment of the actual state of the competencies being mapped. Then, we need to determine the standard competency level before testing all employees on the required competencies. One could group some competencies or go one by one. Nowadays, this is the best way to ensure and obtain a statistical report on every student or candidate they are recruiting.
I have a center where I map competencies for companies like IT, FMCG, etc., and also conduct psychological testing for students.
Thank you.
From India, New Delhi
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Hello Anu,
I just joined CiteHR! I saw your question. As a Competency Management Analyst, we created Job Competency Profiles (JCPs) for all positions. This process was guided by the job descriptions and the major tasks that each job entails. To ensure acceptance and buy-in, we involved a panel consisting of the job owners and HR. For the line representation, we included the Discipline Career Adviser and the Management of the discipline. Together, we developed the JCPs. While this process was time-consuming, my experience has shown that there is greater acceptance from the line as they were actively engaged in the job profiling or what you may refer to as mapping.
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I just joined CiteHR! I saw your question. As a Competency Management Analyst, we created Job Competency Profiles (JCPs) for all positions. This process was guided by the job descriptions and the major tasks that each job entails. To ensure acceptance and buy-in, we involved a panel consisting of the job owners and HR. For the line representation, we included the Discipline Career Adviser and the Management of the discipline. Together, we developed the JCPs. While this process was time-consuming, my experience has shown that there is greater acceptance from the line as they were actively engaged in the job profiling or what you may refer to as mapping.
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hi anu, this is pranjali i am doing a proj on Skill Mapping...r the two topics in anyways similar...plz do reply...coz there is some confusion between competency and skill mapping. pranjali :?:
From India, Bangalore
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From India, Bangalore
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Hi Anu,
Competency is the essence of skills, attitude, and knowledge. A skill represents only one facet of the entire spectrum. Competency mapping requires translating or converting competencies into skills and behavioral measures for effective mapping. When conducting competency mapping, it is comprehensive as it encompasses skill aspects as well.
Regards,
Rajesh
Valuelanes
09856841000
From India, Bangalore
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Competency is the essence of skills, attitude, and knowledge. A skill represents only one facet of the entire spectrum. Competency mapping requires translating or converting competencies into skills and behavioral measures for effective mapping. When conducting competency mapping, it is comprehensive as it encompasses skill aspects as well.
Regards,
Rajesh
Valuelanes
09856841000
From India, Bangalore
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Hi Everybody,
I am a student of MBA and currently pursuing a project on Competency mapping. I have to map the competencies of the employees of managerial cadre (i.e., from manager - DGM). Kindly help me with how to go about it.
Regards,
Pooja
From India, Indore
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I am a student of MBA and currently pursuing a project on Competency mapping. I have to map the competencies of the employees of managerial cadre (i.e., from manager - DGM). Kindly help me with how to go about it.
Regards,
Pooja
From India, Indore
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Hi Pooja,
The process begins with roles and responsibilities and JD understanding. Based on the R&R, you will have to sit with the individual and senior management team to develop the necessary competencies required to perform the role effectively.
Competencies can be - functional, behavioral, and managerial.
The identified competencies are to be clustered into groups (or categorization). The management team will have to finalize the proficiency level for each role/level - which is the minimum acceptable level.
Competencies are then translated into behavioral dimensions that can be observed and measured. The various levels of competencies are to be clearly defined and demarcated for understanding and assessment.
Once this is performed, you are ready to do the competency mapping. This is done through an assessment center including psychometric tools and 360-degree feedback analysis to reduce subjectivity.
The competency levels exhibited by the employee are mapped against the proficiency level decided by the management team for the role/level.
Check the file uploaded by Shweta on competency mapping in the Competency matrix thread. That will clearly provide you a step-by-step process.
In case of any help, do mail back to me.
All the best!
From India, Bangalore
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The process begins with roles and responsibilities and JD understanding. Based on the R&R, you will have to sit with the individual and senior management team to develop the necessary competencies required to perform the role effectively.
Competencies can be - functional, behavioral, and managerial.
The identified competencies are to be clustered into groups (or categorization). The management team will have to finalize the proficiency level for each role/level - which is the minimum acceptable level.
Competencies are then translated into behavioral dimensions that can be observed and measured. The various levels of competencies are to be clearly defined and demarcated for understanding and assessment.
Once this is performed, you are ready to do the competency mapping. This is done through an assessment center including psychometric tools and 360-degree feedback analysis to reduce subjectivity.
The competency levels exhibited by the employee are mapped against the proficiency level decided by the management team for the role/level.
Check the file uploaded by Shweta on competency mapping in the Competency matrix thread. That will clearly provide you a step-by-step process.
In case of any help, do mail back to me.
All the best!
From India, Bangalore
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Dear Rajesh B,
It is really well explained by you in a very simple manner. But along with this, I would like to know the detailed process of competency mapping, psychometric tools, and 360-degree feedback analysis. If you have detailed information and any reading material with you, kindly let me know.
Regards,
Prashant
From India, Mundra
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It is really well explained by you in a very simple manner. But along with this, I would like to know the detailed process of competency mapping, psychometric tools, and 360-degree feedback analysis. If you have detailed information and any reading material with you, kindly let me know.
Regards,
Prashant
From India, Mundra
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Hi Prashanth This material is from Shweta - this will help you
From India, Bangalore
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From India, Bangalore
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Hello,
I'm new to this forum, but I have a question about competency mapping: Can one use a tool to support the mapping process? I've heard about mind mapping and concept mapping. Should one consider using these techniques in the competency mapping process?
Thank you!
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I'm new to this forum, but I have a question about competency mapping: Can one use a tool to support the mapping process? I've heard about mind mapping and concept mapping. Should one consider using these techniques in the competency mapping process?
Thank you!
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Hi Rajesh, Thanks for your help. That article was really helpful. I will start my studying the JDS andidentifying the competencies. keep sharing your views. Regards Pooja.
From India, Indore
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From India, Indore
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Hi Rajesh,
In the organization in which I am pursuing my project, the initial groundwork is already done (i.e., two years ago, a consultant has already completed the competency profiling). Now, my task is to design a tool to map the competencies. Can you help me in this regard?
Regards,
Pooja
From India, Indore
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In the organization in which I am pursuing my project, the initial groundwork is already done (i.e., two years ago, a consultant has already completed the competency profiling). Now, my task is to design a tool to map the competencies. Can you help me in this regard?
Regards,
Pooja
From India, Indore
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The competencies which we are trying to map are:
- Strategic Thinking
- Planning and Organizing
- Operational Excellence
- Customer Focus
- Achievement Orientation
- Practical Creativity
- Building People Capability
- Team Effectiveness
- Influencing
- Negotiation
- Communication
- Analytical Ability
Please suggest some tools for mapping them. Thank you for your prompt reply.
Regards,
Pooja
From India, Indore
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- Strategic Thinking
- Planning and Organizing
- Operational Excellence
- Customer Focus
- Achievement Orientation
- Practical Creativity
- Building People Capability
- Team Effectiveness
- Influencing
- Negotiation
- Communication
- Analytical Ability
Please suggest some tools for mapping them. Thank you for your prompt reply.
Regards,
Pooja
From India, Indore
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Hi Pooja,
These are the things that came to my mind at the first instance. I will check with my seniors as well for better options and let you know later.
- Strategic Thinking: Simulation and case study
- Planning and Organizing: Simulation exercise (in-basket exercise)
- Operational Excellence: Quizzing on operational procedures and multirater feedback
- Customer Focus: Multirater feedback from externals
- Achievement Orientation
- Practical Creativity: Abstract thinking and ideas (www.creax.com)
- Building People Capability: Multirater feedback
- Team Effectiveness: Team-building games and multirater feedback
- Influencing: Multirater feedback
- Negotiation: Role play/simulation exercise
- Communication: Presentation and multirater feedback
- Analytical Ability: Data interpretation
I have tried to work out whatever came to my mind, and it may be useful to you. If yes, that's great; if not, feel free to disregard it.
From India, Bangalore
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These are the things that came to my mind at the first instance. I will check with my seniors as well for better options and let you know later.
- Strategic Thinking: Simulation and case study
- Planning and Organizing: Simulation exercise (in-basket exercise)
- Operational Excellence: Quizzing on operational procedures and multirater feedback
- Customer Focus: Multirater feedback from externals
- Achievement Orientation
- Practical Creativity: Abstract thinking and ideas (www.creax.com)
- Building People Capability: Multirater feedback
- Team Effectiveness: Team-building games and multirater feedback
- Influencing: Multirater feedback
- Negotiation: Role play/simulation exercise
- Communication: Presentation and multirater feedback
- Analytical Ability: Data interpretation
I have tried to work out whatever came to my mind, and it may be useful to you. If yes, that's great; if not, feel free to disregard it.
From India, Bangalore
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Hello, Allan!
In fact, it's easy to create Competency map. Use some software (or just pen and paper) to create your mind map (in fact, it's a semantic map).
The main topic must be the job title or task. Then you need to create a sub topics to identifying the competencies. You may add topics like “managerial”, “conceptual knowledge”, “Analytical Ability” and others. Browse this thread to find various ideas.
Now the goal is to map employees abilities in sense of this competency map. For instance, you can copy a competency map branch to every item in person map of you company and rate them individually. Well, it sounds complicated…
Hm… I'm interested in this topic and will try to evaluate some ideas about competency with mind map.
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In fact, it's easy to create Competency map. Use some software (or just pen and paper) to create your mind map (in fact, it's a semantic map).
The main topic must be the job title or task. Then you need to create a sub topics to identifying the competencies. You may add topics like “managerial”, “conceptual knowledge”, “Analytical Ability” and others. Browse this thread to find various ideas.
Now the goal is to map employees abilities in sense of this competency map. For instance, you can copy a competency map branch to every item in person map of you company and rate them individually. Well, it sounds complicated…
Hm… I'm interested in this topic and will try to evaluate some ideas about competency with mind map.
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Dear Anu Greetings.......For which position your experimenting .......let me know i have one competency model for java... so let me know Rgds Ysrk prasad
From India, Hyderabad
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From India, Hyderabad
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Please, see what I have found. I'll try to attach a picture-made screenshot of my experience with creating competence map.
I've found several mind mapping tools, well know Mind Manager (used by fortune companies, so it's expensive), Mind Pad (that I used to create this sample), Free Mind (opensource free tool for mind mapping).
I have a good experience with Mind Pad. I was able to create a “person” topic (me), I designed custom “competence” object and linked it with me. See the screenshot. I feel I've found something new!
If anyone is interested in further details then let me know, I'll be happy to contribute my competence map and object!
Patrick
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I've found several mind mapping tools, well know Mind Manager (used by fortune companies, so it's expensive), Mind Pad (that I used to create this sample), Free Mind (opensource free tool for mind mapping).
I have a good experience with Mind Pad. I was able to create a “person” topic (me), I designed custom “competence” object and linked it with me. See the screenshot. I feel I've found something new!
If anyone is interested in further details then let me know, I'll be happy to contribute my competence map and object!
Patrick
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You can start here - http://www.mind-pad.com/solutions/cu...ame-topics.htm
As for me, I have designed a custom object for competency mapping, and it's better than having a larger map. Send me a PM if you'd like to know more!
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As for me, I have designed a custom object for competency mapping, and it's better than having a larger map. Send me a PM if you'd like to know more!
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Hi Everyone,
I am Deepa Watve, pursuing my second year MBA and working on a project on Competency Mapping. Can anyone please help me with some information on how to proceed with the project?
Regards,
Deepa Watve
From India, Bangalore
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I am Deepa Watve, pursuing my second year MBA and working on a project on Competency Mapping. Can anyone please help me with some information on how to proceed with the project?
Regards,
Deepa Watve
From India, Bangalore
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Dear all I m going to start competency mapping in our organisation. If u hv any materials on this Plz enlighten me. regards Bhaskar hazarika
From India, Delhi
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From India, Delhi
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well i m also working on competency mapping. do u hv any good materials on this subject? regards Bhaskar hazarika
From India, Delhi
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From India, Delhi
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Dear anu can u help me by differentiating generic & functional competencies? & what r all also assessment centre & development centre, what is it? regards bhaskar hazarika
From India, Delhi
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From India, Delhi
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Dear Bala,
You have sent a really good presentation on competency mapping. By the way, do you have more materials on this subject? I want to know more about assessment centers and development centers.
Looking forward to hearing from you.
Regards,
Bhaskar Hazarika
From India, Delhi
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You have sent a really good presentation on competency mapping. By the way, do you have more materials on this subject? I want to know more about assessment centers and development centers.
Looking forward to hearing from you.
Regards,
Bhaskar Hazarika
From India, Delhi
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Many thanks, Mr. Bala. I am from Assam, and Mr. Bhupen Hazarika is also from Assam. I am proud that you are a fan of our great singer.
By the way, if you have more materials on competency mapping, please send them to me. I also want to learn more about assessment centers and development centers.
Regards,
Bhaskar Hazarika
From India, Delhi
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By the way, if you have more materials on competency mapping, please send them to me. I also want to learn more about assessment centers and development centers.
Regards,
Bhaskar Hazarika
From India, Delhi
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Hi Bhaskar,
Thank you for your message. You mentioned, "I also want to know more about assessment centres and development centres." Are you asking for information about training centres that provide competency assessment and development training?
Thank you,
Bala
From India, Madras
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Thank you for your message. You mentioned, "I also want to know more about assessment centres and development centres." Are you asking for information about training centres that provide competency assessment and development training?
Thank you,
Bala
From India, Madras
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Dear Patrick,
I have seen your development and creation on competency mapping. Really, you are doing a great job. Keep it up.
By the way, we are also in the process of developing competency mapping in our organization. If you have any materials on this subject, I shall be grateful if you could kindly provide the same.
Looking forward to hearing from you.
Regards,
Bhaskar Hazarika
From India, Delhi
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I have seen your development and creation on competency mapping. Really, you are doing a great job. Keep it up.
By the way, we are also in the process of developing competency mapping in our organization. If you have any materials on this subject, I shall be grateful if you could kindly provide the same.
Looking forward to hearing from you.
Regards,
Bhaskar Hazarika
From India, Delhi
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Dear Bala,
Thank you for your prompt reply. When I am exploring the topic of competency mapping, I have encountered the Development of Assessment Centre and Development Center. I would be highly grateful if you could enlighten me in detail on this.
Additionally, could you please provide information on the tools commonly used in mapping?
With Regards,
Bhaskar Hazarika
From India, Delhi
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Thank you for your prompt reply. When I am exploring the topic of competency mapping, I have encountered the Development of Assessment Centre and Development Center. I would be highly grateful if you could enlighten me in detail on this.
Additionally, could you please provide information on the tools commonly used in mapping?
With Regards,
Bhaskar Hazarika
From India, Delhi
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Hi Purnendu, The link is working. I went to sify.com and put the link at search and got it! Try. Bala
From India, Madras
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From India, Madras
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Hi Swati,
I am Ravi Shanker K., working as an HR Generalist in the BPO industry. In our industry, we follow a Performance Appraisal system like the Open & Close method. We are planning to implement Competency mapping. Could you please guide me on how to implement competency mapping in our organization? Alternatively, could you provide me with a website where I can find relevant materials for preparing a checklist for competency mapping?
Ravi Shanker K.
From India, Chennai
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I am Ravi Shanker K., working as an HR Generalist in the BPO industry. In our industry, we follow a Performance Appraisal system like the Open & Close method. We are planning to implement Competency mapping. Could you please guide me on how to implement competency mapping in our organization? Alternatively, could you provide me with a website where I can find relevant materials for preparing a checklist for competency mapping?
Ravi Shanker K.
From India, Chennai
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Hi Bala,
Long time no messages from you. We are gearing up, starting with competency mapping, but we want to link it to our performance appraisal systems by using KPIs. The question is, can we subdivide the KRAs into role-based, additional, and special KRAs? Would it be appropriate to do so to align with our PMS? Also, regarding role profiling, we are considering using 360-degree feedback. Please advise.
Regards,
Bhaskar Hazarika
From India, Delhi
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Long time no messages from you. We are gearing up, starting with competency mapping, but we want to link it to our performance appraisal systems by using KPIs. The question is, can we subdivide the KRAs into role-based, additional, and special KRAs? Would it be appropriate to do so to align with our PMS? Also, regarding role profiling, we are considering using 360-degree feedback. Please advise.
Regards,
Bhaskar Hazarika
From India, Delhi
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My apologies, Bhaskar. I am in some mess at work and on the lookout for another. Hence not able to contribute much. Let me come out of this first. Thanks Bala
From India, Madras
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From India, Madras
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Hi Rajesh,
Hi, I am Indu, currently pursuing my MBA final year. I am planning to work on a project focusing on competency mapping within an IT company. Could you please advise me on the steps I should take to prepare the questionnaire and guide me on the competency mapping process? It would be greatly appreciated if you could share any materials you have on competency mapping and provide an explanation of the process. Your guidance and support in successfully completing this project would be invaluable. I look forward to your response.
Thanks and regards,
K. Indu
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Hi, I am Indu, currently pursuing my MBA final year. I am planning to work on a project focusing on competency mapping within an IT company. Could you please advise me on the steps I should take to prepare the questionnaire and guide me on the competency mapping process? It would be greatly appreciated if you could share any materials you have on competency mapping and provide an explanation of the process. Your guidance and support in successfully completing this project would be invaluable. I look forward to your response.
Thanks and regards,
K. Indu
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Hi Anu, There was an exchange of information on this topic recently. Pls. check the old posts under this topic. Regards P.Arun Kumar
From India, Bangalore
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From India, Bangalore
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Dear Swati,
I am in my final year of MBA and have been assigned a project at a software company. How should I prepare a questionnaire, and who should I approach for assistance with my questions? Could you please provide me with guidance on preparing the questionnaire? I would be very grateful for your help in advancing my career. I look forward to your favorable response. Take care.
Regards,
K. Indu
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I am in my final year of MBA and have been assigned a project at a software company. How should I prepare a questionnaire, and who should I approach for assistance with my questions? Could you please provide me with guidance on preparing the questionnaire? I would be very grateful for your help in advancing my career. I look forward to your favorable response. Take care.
Regards,
K. Indu
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Hello all I am a project traniee in Wirlpool Pune doing my project in competency mappig.so kindly provide me some gudieline for the same. thanking you Megha malviya
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Hi everybody,
I am Sougata, doing my MBA from LIBA. I am about to start my summers in ITC and have been assigned a project on Skill and Competency Mapping, of which I really have scarce idea. I really need help, friends, so that I can understand what to do before I actually start my project. So, friends, whatever help you can provide (in the form of PowerPoint presentations, questionnaires, or guidance on how to conduct the project), please share it with me. I would be eternally grateful to all of you. Thank you very much.
Yours sincerely,
Sougata Saha Chowdhury
Email: sougata@liba.edu or gr8sou@gmail.com or gr8_sou@yahoo.co.in
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I am Sougata, doing my MBA from LIBA. I am about to start my summers in ITC and have been assigned a project on Skill and Competency Mapping, of which I really have scarce idea. I really need help, friends, so that I can understand what to do before I actually start my project. So, friends, whatever help you can provide (in the form of PowerPoint presentations, questionnaires, or guidance on how to conduct the project), please share it with me. I would be eternally grateful to all of you. Thank you very much.
Yours sincerely,
Sougata Saha Chowdhury
Email: sougata@liba.edu or gr8sou@gmail.com or gr8_sou@yahoo.co.in
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Hi all,
I am an MBA student. At present, I am working on a project about competency mapping and career development for employees in a logistics company. I have prepared a job analysis questionnaire and started interviewing employees, but I still don't have a clear idea of how to proceed with my project. Please, I am seeking guidance from all of you.
Expecting your help.
Thank you.
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I am an MBA student. At present, I am working on a project about competency mapping and career development for employees in a logistics company. I have prepared a job analysis questionnaire and started interviewing employees, but I still don't have a clear idea of how to proceed with my project. Please, I am seeking guidance from all of you.
Expecting your help.
Thank you.
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Hi,
A little detail regarding the same:
- In my company, the need for competency mapping was realized when people with different experiences were not getting properly defined roles and designations. Also, there was a lot of confusion regarding technical and behavioral competencies required for each role.
For example, at a particular level, one person might be a Database Administrator, a Senior Trainer, or a Data Warehouse Developer. Even though they are at the same level, they require different technical competencies. Additionally, behavioral competencies will differ for two people at the same level (one being a project manager and one being a senior researcher).
- Generally, big companies opt for an external consultant for competency mapping (HR is too involved in the process).
- Defining various roles/jobs in a company (It is mainly done by talking with seniors, interviewing, and conducting focus groups).
- Defining competencies required for each role (technical and behavioral).
- Defining major competencies required at each level and creating a competency development plan (how to enrich the particular competency in the organization in a year).
An assessment center is generally conducted during this phase, although it is usually done for promotions and individual development, not for competency mapping.
I hope this helps you. Please feel free to share your views.
Regards,
Noopur
From India, Mumbai
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A little detail regarding the same:
- In my company, the need for competency mapping was realized when people with different experiences were not getting properly defined roles and designations. Also, there was a lot of confusion regarding technical and behavioral competencies required for each role.
For example, at a particular level, one person might be a Database Administrator, a Senior Trainer, or a Data Warehouse Developer. Even though they are at the same level, they require different technical competencies. Additionally, behavioral competencies will differ for two people at the same level (one being a project manager and one being a senior researcher).
- Generally, big companies opt for an external consultant for competency mapping (HR is too involved in the process).
- Defining various roles/jobs in a company (It is mainly done by talking with seniors, interviewing, and conducting focus groups).
- Defining competencies required for each role (technical and behavioral).
- Defining major competencies required at each level and creating a competency development plan (how to enrich the particular competency in the organization in a year).
An assessment center is generally conducted during this phase, although it is usually done for promotions and individual development, not for competency mapping.
I hope this helps you. Please feel free to share your views.
Regards,
Noopur
From India, Mumbai
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Dear Anu, Pls find attached input on C.M. Hope this will help u. Chetan
From India, Mumbai
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From India, Mumbai
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Dear all Thinking heads,
Can you please suggest how I can initiate or implement competency mapping in my organization? We are involved in the manufacturing of automobile parts at the PLANT HR. I have several presentations but am unsure how to begin. Your assistance would be greatly appreciated.
Regards,
SHIPRA CHAUBEY
9873055661
shipra.chaubey@gmail.com
From India, Gurgaon
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Can you please suggest how I can initiate or implement competency mapping in my organization? We are involved in the manufacturing of automobile parts at the PLANT HR. I have several presentations but am unsure how to begin. Your assistance would be greatly appreciated.
Regards,
SHIPRA CHAUBEY
9873055661
shipra.chaubey@gmail.com
From India, Gurgaon
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Hi all,
I have certain queries regarding competency mapping. Please help me out with the following:
For a manufacturing unit with a workforce of 1000 people who have decided to announce VRS for 100 people:
- How would competency mapping help?
- What are the advantages of competency mapping in such a scenario?
- What are the steps involved in doing competency mapping in such a manufacturing unit?
- How to do it for 1000 people?
- How much man-hours would be required?
- What type of information should we have to do the competency mapping of such a manufacturing unit?
- How could it be done in a cost-effective manner?
Thanks & Regards,
Adwitia
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I have certain queries regarding competency mapping. Please help me out with the following:
For a manufacturing unit with a workforce of 1000 people who have decided to announce VRS for 100 people:
- How would competency mapping help?
- What are the advantages of competency mapping in such a scenario?
- What are the steps involved in doing competency mapping in such a manufacturing unit?
- How to do it for 1000 people?
- How much man-hours would be required?
- What type of information should we have to do the competency mapping of such a manufacturing unit?
- How could it be done in a cost-effective manner?
Thanks & Regards,
Adwitia
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Dear Rajesh Balasubramanian, The way you explained the competancy mapping procedure is just excellent, simple and understanding. Thanks for sharing. HR Professional
From India, Mumbai
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From India, Mumbai
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Skill assessment is part of competency mapping, with the difference being that it considers only functional or tangible tasks, whereas competency takes into account the behavioral aspect of people.
What you can do is select the best performer within your firm, assess him on the behavioral and intellectual aspects, consider it as the standard, and then upgrade the rest in the same profile. This is one of the simplest things to do.
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What you can do is select the best performer within your firm, assess him on the behavioral and intellectual aspects, consider it as the standard, and then upgrade the rest in the same profile. This is one of the simplest things to do.
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request can you attach a sample of competency mapping (preferly in oil and gas industry)?i think it is better for knowing it.
From Iran, Tehran
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From Iran, Tehran
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Competency mapping is a process through which one assesses and determines one's strengths as an individual worker and in some cases, as part of an organization. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of strengths of workers. They may also use competency mapping to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work.
Competency mapping can also be done for contract or freelance workers, or for those seeking employment to emphasize the specific skills which would make them valuable to a potential employer. These kinds of skills can be determined, when one is ready to do the work.
Usually, a person will find themselves with strengths in about five to six areas. Sometimes an area where strengths are not present is worth developing. In other cases, competency mapping can indicate finding work that is suited to one's strengths, or finding a department at one's current work where one's strengths or needs as a worker can be exercised.
However, competency mapping can ultimately serve the individual who decides to seek employment in an environment where he or she perhaps can learn new things and be more intellectually challenged. Being able to list competencies on resumes and address this area with potential employers may help secure more satisfying work. This may not resolve issues for the company that initially employed competency mapping, without making suggested changes. It may find competency mapping has produced dissatisfied workers or led to a high worker turnover rate.
Thanks
From Kuwait, Kuwait
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Competency mapping can also be done for contract or freelance workers, or for those seeking employment to emphasize the specific skills which would make them valuable to a potential employer. These kinds of skills can be determined, when one is ready to do the work.
Usually, a person will find themselves with strengths in about five to six areas. Sometimes an area where strengths are not present is worth developing. In other cases, competency mapping can indicate finding work that is suited to one's strengths, or finding a department at one's current work where one's strengths or needs as a worker can be exercised.
However, competency mapping can ultimately serve the individual who decides to seek employment in an environment where he or she perhaps can learn new things and be more intellectually challenged. Being able to list competencies on resumes and address this area with potential employers may help secure more satisfying work. This may not resolve issues for the company that initially employed competency mapping, without making suggested changes. It may find competency mapping has produced dissatisfied workers or led to a high worker turnover rate.
Thanks
From Kuwait, Kuwait
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Hi Swati,
Thank you for the information. I am also working on Competency Mapping, or rather, you can say on "Position Analysis." It has been 2-3 months since I started working on the same subject, but I still have not found a very scientific or analytic way of doing it. Please help me understand the subject and, if possible, provide a tool to prepare the same for my organization.
Regards,
Eram Hasan
From India, New Delhi
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Thank you for the information. I am also working on Competency Mapping, or rather, you can say on "Position Analysis." It has been 2-3 months since I started working on the same subject, but I still have not found a very scientific or analytic way of doing it. Please help me understand the subject and, if possible, provide a tool to prepare the same for my organization.
Regards,
Eram Hasan
From India, New Delhi
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Competency Mapping is based on something that I believe, which is the Leadership Success Profile, also known as LSP's. The LSP's have various broad segments which are then further broken down into subcategories that are rated on a scale of 1 to 4. Let me give you an example to illustrate my point. One of the competencies is "Set Direction." Under set direction, you will have four other subcategories that identify an individual of where he stands, which is then plotted into his appraisal and also into something called a 9-blocker. If you need more information and insight into other broad and subcategories, email me at sunderr32@gmail.com.
From India, Bangalore
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From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Competency mapping.ppt
ART AND SCIENCE OF COMPETENCY MAPPING.doc
Competency Development.xls