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
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
