competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
2. DEFENITION
• Competency: Competency refers to knowledge, skills, attitude that the teacher is expected to
demonstrate in his/her career. In the present study selected domains like emotional intelligence,
communication skill, computer literacy, and professional advancements will be assessed. Concepts like
performance attributes, performance scores, self-assessment, job performance are used as synonyms
to competency and competency mapping.
• Competency mapping: 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. In the present context it will
cover EQ, basic competencies that a teacher should possess e g., communication skill, computer
literacy etc.
3. TYPE OF COMPETENCIES
Core Competencies
Functional Competencies
Leadership Competency
Management
Competency
Business
Competency
Individual
Competency
4. TYPE OF COMPETENCIES
• Individual Competency– This type refers to a person’s own knowledge, skills, and attitudes (behavior) that
contribute to effectiveness in performance, as well as in dealings with other people.
• Business Competency– This refers to the knowledge and skills required in a particular business or industry.
• Management Competency– This refers to a set of competencies that are applicable only to supervisory and
managerial positions or roles, that are more commonly task-oriented.
• Leadership Competency– This refers to the required competencies for leadership roles such as that of a team
leader. These competencies make an individual effective in their position as leader of a group.
• Functional Competencies– This type of competency is specific to a certain job. For example, a computer
programmer must be knowledgeable and skilled when it comes to various programming languages such as Java,
Python, and C++.
• Core Competencies– This refers to general competencies specific to an organization. It is the way the organization
and its members work.
6. COMPETENCY MAPPING
• Competency Mapping is a process of identifying key competencies for an organization and/or a
job and incorporating those competencies throughout the various processes (i.e. job evaluation,
training, recruitment) of the organization. A competency is defined as a behavior (i.e.
communication, leadership) rather than a skill or ability.
• The steps involved in competency mapping with an end result of job evaluation include
the following:
1. 1.Conduct a job analysis by asking incumbents to complete a position information
questionnaire (PIQ). The PIQ can be provided for incumbents to complete, or you can conduct
one-on-one interviews using the PIQ as a guide. The primary goal is to gather from
incumbents what they feel are the key behaviors necessary to perform their respective jobs.
7. COMPETENCY MAPPING
2. Using the results of the job analysis, you are ready to develop a competency based job
description. This is developed by carefully analyzing the input from the represented group of
incumbents and converting it to standard competencies.
3. With a competency based job description, you are on your way to begin mapping the
competencies throughout your HR processes. The competencies of the respective job description
become your factors for assessment on the performance evaluation. Using competencies will help
guide you to perform more objective evaluations based on displayed or not displayed behaviors.
4. Taking the competency mapping one step further, you can use the results of your evaluation to
identify in what competencies individuals need additional development or training. This will help
you focus your training needs on the goals of the position and company and help your employees
develop toward the ultimate success of the organization.
8. PROCESS OF COMPETENCY MAPPING
1. Identify the department for which competency mapping needs to be conducted
2. Identify the organizational structure and list down the grades and levels followed in that organization
3. Conduct job analysis and prepare a job and role description
4. Using any suitable method of competency mapping collect data about the core competencies of the employee
5. Classify the obtained data into required skill set and further identify the skill levels
6. Evaluate and confirm the identified skill set with immediate supervisors and heads of other departments
7. Preparation of competency calendar
8. Mapping of competencies
10. NEED OF COMPETENCY MAPPING
Competency
Mapping
Training &
development
Succession
planning
compensation
Replacement
planning
Performance
appraisal
Career
planning
Recruitment &
selection
