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| | The Human Resources: Recruiting, Hiring, and Staffing Network is not currently active and cannot accept new posts | | What do you mean by Competency Mapping | Views: 2532 | | Feb 28, 2008 7:53 am | | What do you mean by Competency Mapping | # |
Navneet Chandra | | Hi
Lot of us in the HR industry have been using this Buzz word " Competency mapping" and yet i get the feel that lot of us are not exactly sure of what constitutes Competency mapping.
What is competency Mapping?
Navneet Chandra Private Reply to Navneet Chandra | | Feb 28, 2008 2:44 pm | | re: What do you mean by Competency Mapping | # | 
Tom Adam | | Navneet,
This is a topic near and dear to my heart, as it is something that doesn't always get the attention it deserves.
"Competency Mapping" refers to the process of describing and defining the personal qualities required for success in a given position. For example, a project manager may require the following competencies:
Leadership
Team-building
Conflict Resolution
Planning & Organization
.... just to name a few. In defining the competencies one also maps out behaviors, i.e. - specific observable actions that provide concrete evidence of the presence of these qualities in a candidate or employee. This process becomes the foundation of behavioral interviewing, another favorite subject of mine. Instead of asking a candidate for a project manager position "How would you describe your approach to conflict resolution?", you ask "Tell me about a time when there was disagreement within your project team, and walk me through the bsteps you took to resolve it". In the candidate's answer, you look for examples of the behaviors you identified during the mapping process.
Please keep in mind that a specific skill set is not in itself a competency. Technical Skill is a competency, but something like C# programming for a developer, variance analysis for an accountant, or proposal writing for a sales rep are simply job-specific technical skills and need to be evaluated the same way. For example, "What was the most challenging programming problem you've encountered using open source tools, and how did you overcome it?"
Forgive the long-winded answer, but I hope this helps.Private Reply to Tom Adam | | Feb 29, 2008 7:19 am | | What do you mean by Competency Mapping | # | 
s venkatesan | | I agree with You TOM, very rarely people in the HR sources CV's specifically required for the Position that needs to be filled.
Competency mapping is for the Position and the skills desired for the position is a different aspects.
Sometimes there would be overlapping in skills desired and
Competency mapping, say Marketing Manager for a HR Consultancy Position,
Here one needs to be specific on the exp of the person, one should have the ability to interact with all colleagues,have a keen eye and ear on market and competitors. Should have a good relationship with the Media, and dissimilate relevant and timely information about the Industry news to all in the Organisation.He should handle both Internal and External Communication.
Budget preparation for various aspects of brand promotions,
market promotions etc.
Now for the above what are the competency mapping attribute
to this position.
I hope Private Reply to s venkatesan | | Apr 12, 2008 8:36 am | | re: What do you mean by Competency Mapping | # | 
Sanjeev Sarma | | Hello, I've just joined this network ...
Competency and Fitment mapping are very, very close topics to my heart. I specialize in Knowledge Management related to the Human Factor of an organization.
I would like to start off by saying that all competency and fitment mapping tools and processes produce outputs that are purely "predictive and indicative"... They are not holistic, in the sense that they just provide a direction. They are not meant to promote or reward, they are meant to point out gaps in achieving personal/organizational growth in the org structure in terms of bridging lacunae and enhancing capabilities of a person, to adapt to wider perspectives of performance and responsibilities.
In course of my mining data related to this subject over the past five years, I've discovered that a competency associated with a person, is like a DNA strand. Each competency strand is unique, and can describe only one person.
Competency is based on a set of parameters that are highly variable; in most cases these parameters include organization, education, training, and finally (really last but not the least) experience. Its this combination of the above four (and in cases, other) parameters that make for the unique DNA-like structure to a person's competency map.
I have run a good amount of tests in various corporates, using competency tools I've developed (they're not yet out for public use, I'll be releasing them shortly after I'm convinced that they're fairly stable predictors) ... Over time, I'll share case studies and data blocks here, which will throw some more light on this "art and science" of competency and fitment.
I look to learning more on this forum, that will give my studies in this domain, a much wider capability and perspective.
Regards
Sanjeev Sarma
Private Reply to Sanjeev Sarma | | |
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