Competency Mapping Certification Program

What is Competency Mapping?

Competency Mapping is a process to identify key competencies for an organization or a job and incorporating these competencies in various processes of the organization. A competency is defined as a behavior or set of behaviors (i.e. communication, leadership) rather than a skill or ability.

By conceiving the required competencies, defining a competency framework, mapping existing skills and competencies of the employees, identifying gaps and then developing the competencies can provide a systematic and measurable method for developing organizational capability.

According to Boyatzis (1982) “Competency Mapping is a capacity that exists in a person that leads to behaviour that meets the job demands within parameters of organizational environment, and that, in turn brings about desired results.”
The process of competency mapping enables us to articulate what every employee brings to the table and the process greatly contributes towards job-evaluation, recruitment, training and development, performance management, internal mobility and succession planning.

Competency Mapping can help you with:

A competency-based approach
allows an organization to understand its capabilities and the gaps it is exposed to. A competency-based approach allows it to fine tune all HR related downstream activities
Recruitment
becomes more focused and the specific competencies required become clear.
Talent Management
becomes easier with the skills being defined clearly and the behaviours employees are to be assessed on.
L&OD
Learning and Development and Organizational Development become easier.
A competency framework
makes it easier for organizations to plan, strategize and implement to optimize overall organizational capabilities.

Why Competency Mapping?

In short, Competency Mapping is a fundamental activity which drives capability development in an organization and helps it to be more strategic than its competitors.

How are we different?

Experienced facilitators
Strengthscape has an experienced team consisting of organizational developmental analysts, instructional designers and eLearning developers who provide practical insights in the process.
Blended Delivery approach
Strengthscape conducts both online training, eLearning modules and live case studies to enhance convenience and make the program cost-effective.
Spaced-learning approach
Strengthscape takes a spaced learning approach giving enough time to absorb the concepts and practice, leading to better retention and more concrete learning.
Our Own Methodology
Strengthscape provides a tried and tested, comprehensive methodology to map the behavioral competencies of employees. Our internal methodology of competency mapping is called StrengthMapping. StrengthMapping methodology works around the behavioral competencies of the employee.
Individual handholding
Strengthscape provides continuous support through individual handholding for higher learning effectiveness.

Application of Competency Mapping

Identifying the performance gaps
Applying in HR process like recruitment and selection, job evaluation and performance management
Developing balanced performance appraisal system for development results and change management
Designing an assessment centre to evaluate and enhance the performance
Understanding ways to integrate your performance review system with the training plan of the organization

About Competency Mapping Certification Program

The Program is one of its kind designed and delivered by industry veterans.

The program is delivered virtually and includes a blended approach, which consists of e-modules and virtual simulation.

This certification will also allow participants to partake in live projects, basis availability of the same.

Competency Mapping Certification – Packages available

Instructor-led virtual classes

Book Now

24 hours of live virtual Instructor-led sessions conducted every weekend spread over 8 sessions of 3 hours each. This is followed by live project and final assessment.

Enterprise version

The Enterprise Version is best suited for organizations that use or proposes to use Competency Frameworks and would like to train their HR and L&D professionals and trainers. Master facilitators from Strengthscape conduct a two-day in-person certification along with 10 hours of virtual training on exclusively for internal teams of organizations.

Competency Mapping Certification Session Plan

S No	Session Name	Scope	Outcome
Module I: Introduction to the Concept of Competency
1.	Getting started	Brief introduction, expectation setting and describing the outcomes	Prepare for the days ahead by gathering expectations, assimilating key questions on Competency Mapping
2.	Introduction to Competency	Understand the nature of competency and its role in streamlining HR functions. Learn the types of competencies and behaviours.	Define competency Explain the role of competency in HR functions Identify types of competencies
3.	Personality & Behavior	The position of behaviours in constituting an individual. Iceberg model - What role do Knowledge, Abilities, Skills, Habits, Values, Attitudes, Traits and Motives play in an individual’s personality.	Understand the Iceberg model Describe the role of various factors in personality
Module II: Understanding Competencies
4.	Structure of Competencies	The role that proficiency plays in competency. How to score competencies. How to develop a core competency framework.	Learn ways to score the competencies Develop core competency framework
Module III: Conducting a Behavioural Event Interview
5.	Behavioural Event Interview (BEI)	What is a Behavioural Event Interview (BEI)? The role of BEI in identifying competencies. The technique of identifying key behaviours and listing them.	Discover role of BEI in competencies Recognize how to apply technique of identifying key behaviours
Module IV: Developing a Competency Model
6.	Competency Model	The History of Competency Models. How do Competency Models help organizations?	Outline the history of competency model and its use in organizations
7.	7-Step Model	Different kinds of approaches to develop Competency Model, job-based approach and the competency-based approach. The 7-Step Model of development of a Competence Model.	Discover the different approaches to develop Competency Model Explain the 7-Step Model
Module V: Assessment Centres
8.	Assessment Centre	The Origins of Assessment Centres in the screening purposes. The use of the AC in the private sector, with the start of ACs in AT&T. The tools used in an AC and the reason behind using these tools.	Discuss the use of Competency Framework in an Assessment Centre. Compare the tools used in AC
Module VI: Assessment Centre Methods
9.	Methods of Designing Assessment Centre	Understand the multiple methods used to detect capability in an Assessment Centre. How best to combine various assessment methods? Which method to use and when.	Evaluate the different methods of AC and the advantages and disadvantages of the tools Explain ways to combine different methods effectively
Module VII: Implementation of Assessment Centre
10.	Role of Assessors	How to Train Assessors for objective assessment. Scheduling and allocation of Assessors in Assessment Centres. How to integrate all scores and generate a final report. How to share the report with the candidates. The art of giving feedback in an Assessment Centre.	Understand the role Assessors play Interpret the reports accurately Apply the art of giving effective feedback
Module VIII: Individual Development Plan
11.	Individual Development Plan	Integrating the outcome of Assessment Centres into Individual Development Plans, which address the competency gaps identified in the AC.	Understand and implement various strategies for development. Infer various ways to address gaps – job rotation, learning, etc
Module IX: Organizational Uses of Competencies
12.	HR Functions & Role of Competencies	The role of competency framework in optimizing the HR functions from Talent Acquisition to Performance Management is discussed.	Implement the competency framework to optimize HR functions
13.	Use of Competency Framework	Module also covers the use of competency frameworks in differentiating organizational performance and individual career management.	Distinguish organizational performance and individual career management using Competency Framework
Module X: Case Studies and Assessments
14.	Referring to case studies	Going through case studies that are from Indian organizations, who have implemented and used Competency Frameworks extensively.	Discuss various case studies that successfully used Competency Frameworks
15.	Key learnings & Takeaways	The use of Competency Frameworks in organizations and the key learnings and takeaways from the case studies to be used.	Apply the key learnings from case studies
16.	Assessment	To conclude with an Assessment, which will be based on the learning objectives.	Evaluate the self-understanding of the Competency Mapping

Competency Mapping Course Details

A blend of virtual sessions and eLearning modules methodologies. The course is enriched with audio, visuals, assessments, case studies as well as follow-up sessions for clarifications.
Access to Strengthscape’s Learning Management System (LMS) which has a range of learning materials starting with the course manual, videos, eLearning content, podcasts, case studies and a whole lot of assessments which promotes self-paced learning and help participants become confident of what is being taught.
The course manual is divided into 10 modules. Each module has chapters and units.
Online Competency Mapping Certification: 24 hours of live virtual Instructor-led sessions conducted every weekend spread over 8 sessions of 3 hours each. This is followed by live project and final assessment.
Enterprise Version: The Enterprise Version is best suited for organizations that use or proposes to use Competency Frameworks and would like to train their HR and L&D professionals and trainers. Master facilitators from Strengthscape conduct a two-day in-person certification along with 10 hours of virtual training on exclusively for internal teams of organizations.
Participants are expected to go through LMS and read the manual, watch videos and listen to podcasts as well as read any additional reading material that are provided.

Who should get certified

Human Resource professionals
Learning & Organization Development Experts
Individuals involved in performance management
Professionals who have taken on training role within their department
Professionals who are involved in hiring process

Material provided

Access to Learning Management System (LMS) with Course Manual
1-year complimentary access to the Digital Library
Assignments and worksheets on the LMS