Hi guys,
I am working in a manufacturing company as an HR professional, and my profile also includes competency mapping.
The following are the steps that can help you in doing competency mapping:
1) First of all, you have to check out the designations in your company. If there is any anomaly in the designation in your company, try to sort that out first.
2) Once you clear out the anomaly, you have to then identify the competencies for every designation, i.e., you have to determine the competencies for Assistant Manager (Accounts), Manager (Sales), and all those designations that come under management staff. Note that the competencies should be related to their job only.
3) After defining the competencies, you have to mention the skills required for those competencies. For example, for the position of Manager - Accounts, one needs to have good skills in numbers, counting, etc.
4) Once you do this, you then need to list down those competencies in an Excel format and then, sitting with the respective HODs, decide the desired level and the actual level of the rating.
5) Once you have noted down the desired and actual ratings, you have to see where there is a gap, and then that individual goes for training. For example, Assistant Manager - IT:
- Name:
- Qualification:
- Job Descriptions:
- Competencies Desired Level Actual Level
- Computer Knowledge 5 9
- Computer Skills 9 9
In the above example, where the first competency is defined, the desired level is the level an individual has, and the actual level is the level he should have. If these two levels do not match, then that person goes for training.
I hope I have cleared your doubts.
I am also attaching a competency mapping form that I have prepared for my company. You have to make the necessary changes to it as per your company's requirements. Please note that this file is protected with a password, and the password for this file is: competency.
Regards,
Ankit
09869851356
From India, Mumbai
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399I am working in a manufacturing company as an HR professional, and my profile also includes competency mapping.
The following are the steps that can help you in doing competency mapping:
1) First of all, you have to check out the designations in your company. If there is any anomaly in the designation in your company, try to sort that out first.
2) Once you clear out the anomaly, you have to then identify the competencies for every designation, i.e., you have to determine the competencies for Assistant Manager (Accounts), Manager (Sales), and all those designations that come under management staff. Note that the competencies should be related to their job only.
3) After defining the competencies, you have to mention the skills required for those competencies. For example, for the position of Manager - Accounts, one needs to have good skills in numbers, counting, etc.
4) Once you do this, you then need to list down those competencies in an Excel format and then, sitting with the respective HODs, decide the desired level and the actual level of the rating.
5) Once you have noted down the desired and actual ratings, you have to see where there is a gap, and then that individual goes for training. For example, Assistant Manager - IT:
- Name:
- Qualification:
- Job Descriptions:
- Competencies Desired Level Actual Level
- Computer Knowledge 5 9
- Computer Skills 9 9
In the above example, where the first competency is defined, the desired level is the level an individual has, and the actual level is the level he should have. If these two levels do not match, then that person goes for training.
I hope I have cleared your doubts.
I am also attaching a competency mapping form that I have prepared for my company. You have to make the necessary changes to it as per your company's requirements. Please note that this file is protected with a password, and the password for this file is: competency.
Regards,
Ankit
09869851356
From India, Mumbai
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