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Competency is the measurable knowledge, skill, ability, attitude and behaviour (KSA/behaviour) that enables a person to perform a job effectively. Competencies describe “what successful performers do” on the job.
Competency mapping is the process of identifying the competencies required for successful performance in a job/role and assessing the extent to which an employee possesses those competencies.
Objectives:
A competency framework is a structured list of competencies with definitions and expected proficiency levels for specific roles or job families.
Typical components:
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Competency is the measurable knowledge, skill, ability, attitude and behaviour (KSA/behaviour) that enables a person to perform a job effectively. Competencies describe “what successful performers do” on the job.
Competency mapping is the process of identifying the competencies required for successful performance in a job/role and assessing the extent to which an employee possesses those competencies.
Objectives:
A competency framework is a structured list of competencies with definitions and expected proficiency levels for specific roles or job families.
Typical components:
Talent refers to employees with high potential and/or high performance who can contribute significantly to organisational goals.
Talent management is a strategic approach to attract, develop, retain and deploy talent to meet current and future business needs.
Competency mapping defines what competencies are required for success in roles and identifies gaps. Talent management uses competency information to recruit the right people, develop competencies systematically and place employees in roles based on readiness and potential. Thus, competency mapping is a foundation for effective talent management.
Problems:
Remedies:
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Competencies can be core (required for all employees, e.g., integrity), functional/technical (job-specific, e.g., GST filing/accounting skills), behavioural/soft (communication, teamwork) and managerial/leadership (decision-making, strategic thinking). Identifying the right type helps build role-wise competency requirements.
Competency mapping involves defining purpose and scope, conducting job analysis, identifying required competencies and preparing a competency dictionary with behavioural indicators and proficiency levels. Then employees are assessed using suitable tools and the required vs present competency levels are compared to identify gaps. Finally, development plans are prepared and the framework is reviewed periodically.
Competency is the measurable knowledge, skills, abilities, attitudes and behaviours that enable an employee to perform a job effectively. Competency mapping is the process of identifying the competencies required for successful performance in a role and assessing employees to find competency gaps.
Process of competency mapping:
Applications: Competency mapping improves recruitment and selection, supports competency-based appraisal and feedback, identifies training needs, supports career planning and promotions, and strengthens succession planning and talent pipeline. It makes HR decisions more objective and development-oriented.
Thus, competency mapping is a key HRD tool for improving performance and organisational effectiveness.