Essential Need for Competency Mapping
The Need for Competency Mapping shines in its ability to determine the exact competencies necessary for each job role, streamlining the hiring process to select candidates with the right skills and abilities. This precision reduces employee turnover and boosts productivity, highlighting the fundamental need for competency mapping in recruitment and selection.
Fostering Employee Development
Strengthening Skills and Abilities
Competency mapping meets the need to help employees identify their strengths and areas for improvement, guiding them in developing the skills necessary for their roles. This process is crucial for employee growth and performance enhancement, underscoring the need for competency mapping in personal development.
Streamlining Performance Management
Setting and Evaluating Performance Standards
The need for competency mapping is evident in performance management, where it establishes clear performance benchmarks and assesses employees against these standards. This process is key to identifying developmental needs and ensuring employees receive the training and support required to excel.
Facilitating Succession Planning
Preparing for Future Leadership
Addressing the need for competency mapping in succession planning involves identifying potential leaders and preparing for a smooth transition. This strategic approach ensures continuity and leadership readiness, making competency mapping indispensable for organizational resilience and growth.
Through these aspects, the need for competency mapping in optimizing recruitment, employee development, performance management, and succession planning becomes clear. It is an essential strategy for enhancing organizational effectiveness and ensuring employees have the necessary competencies to achieve success.
Steps involved in Competency Mapping:
Identify the Job Roles: The first step in the competency mapping process is to identify the job roles within the organization. This involves analyzing the organization’s structure and identifying the key responsibilities and duties of each job role.
Define Competencies: The next step is to define the competencies required for each job role. This involves identifying the knowledge, skills, abilities, behaviors and attitudes that are necessary for successful job performance.
Assess Competencies: Once the competencies have been defined, the next step is to assess the current level of competency of employees. This can be done through various methods such as self-assessment, manager assessment, peer assessment, and 360-degree feedback.
Identify Gaps: After assessing the current level of competency, the next step is to identify the gaps between the required competencies and the current level of competency. This helps in identifying the areas where employees need to improve and provides a basis for designing training and development programs.
Develop Training and Development Programs: Based on the identified gaps, training and development programs can be designed to help employees acquire the required competencies. These programs can be in the form of classroom training, on-the-job training, coaching, mentoring, and e-learning.
Implement and Monitor: The final step is to implement the training and development programs and monitor their effectiveness. This involves evaluating the impact of the training and development programs on employee performance and making any necessary adjustments.
Involvement of people: To understand the nitty gritty of the different roles fully, one needs to go to the source directly and involve the people already doing the job, as well as getting an array of inputs from the managers and team leaders about what makes someone successful in that particular job provides a vast overview of the different job roles.
Using relevant competencies: It is important to ensure that the competencies included apply to all roles covered by the framework, because if irrelevant competencies are included, individuals may face difficulties in relating to the framework in general. For example, if a framework is created keeping the entire organization in mind, several departments within the organization would not be included unless every individual has to demonstrate the particular skill. Instead, if a framework is developed separately for each department within the organization it would yield a more promising outcome.
Achieving An Organization’s Goals With A Competency Framework :
An effective framework consists of competencies which are in tangent with the goals of the organization. It is essential to define and build the competency dictionary for an organization that consists of a strategic list, definition and indicators of all core, functional and leadership competencies required by all the employees to perform according to their specific job role. When an organization constructs a well-planned competency framework in the following processes of recruitment, selection, appraisal and rewarding employees, the employees’ competency set remains aligned with the description of the job role and thus, with the organization. This leads towards the direction of achieving common goals.
What Does A Competency Framework Improve?
Selection, Training and Performance Management.
Once an organization develops a well thought competency framework, it becomes easier for it to recruit and select employees who possess the required competency set for the respective organization. The competency framework becomes the guiding criterion for the entire recruitment process. This also saves the organization from investing essential resources on recruiting individuals who do not demonstrate the right skills or aren’t a right fit for the job. A competency framework also assesses an employee’s performance through a performance measurement process which gives a more consistent and reliable result of the employee’s performance. This would also help in identifying the gaps in the competency that the employee has. As a result, the training and development needs could be distinguished more effectively based on the competency gaps identified.
Competency mapping is an essential tool for organizations to identify and develop the skills and abilities of their employees. It helps in better recruitment and selection, employee development, performance management, and succession planning. The process involves identifying job roles, defining competencies, assessing competencies, identifying gaps, developing training and development programs, and implementing and monitoring these programs. By implementing competency mapping, organizations can improve the overall performance and productivity of their employees, leading to increased success and growth.
Why is a well framed competency framework important?
The use of a competency-based structure provides several advantages, such as employees having clearly defined job roles and expectations, transparent appraisal and recruitment processes, and the ability for recruiters to assess necessary behavior regardless of career background. Additionally, competency frameworks serve as indicators for expected areas and levels of performance, providing guidance for behaviors and skills of value. This framework can help to develop the workforce systematically and adapt to changing work styles, while also mapping workforce design and succession planning.
Other benefits include retaining employees, facilitating training and development, improving performance management, identifying areas for improvement, and revitalizing internal mobility. However, some individuals may struggle to utilize the framework effectively if they do not understand its benefits or receive proper training.
Competency mapping can aid in understanding an organization’s capabilities and identifying gaps, allowing for HR activities to be fine-tuned. Talent management, learning and development, and organizational development become easier with clearly defined skills and behaviors. Finally, the competency framework can aid in planning, strategizing, and optimizing overall organizational capabilities.
How Strengthscape’s Unique Approach Addresses the Need for Competency Mapping
Expert Facilitators: Strengthscape stands out with a seasoned team of organizational development analysts, instructional designers, and eLearning developers. They offer valuable practical insights, directly addressing the need for competency mapping.
Hybrid Learning Model: To meet the need for competency mapping, Strengthscape employs a mixed delivery method, combining online training, eLearning modules, and live case studies. This blend enhances convenience and cost-efficiency.
Spaced Learning Strategy: Emphasizing the need for competency mapping, Strengthscape adopts a spaced learning approach. This method allows ample time for concept absorption and practice, ensuring better retention and a solid learning experience.
Proprietary Methodology: Addressing the need for competency mapping, Strengthscape introduces its proven, in-depth methodology known as StrengthMapping. This approach focuses on mapping employees’ behavioral competencies, tailored to the unique requirements of competency mapping.
Personalized Support: Strengthscape enhances learning effectiveness by providing continuous, personalized support, ensuring each participant’s needs for competency mapping are met with individual attention.
About the Certification Program:
Designed and led by industry experts, this certification program is uniquely tailored to fulfill the need for competency mapping. Delivered virtually, it incorporates a blended learning approach, including e-modules and virtual simulations. Participants also have the opportunity to engage in live projects, based on availability, making it a comprehensive solution to mastering competency mapping.
Competency Mapping 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 behaviors. | Define competency
Explain the role of competency in HR functions Identify types of competencies |
| 3. | Personality & Behavior | The position of behaviors 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 behaviors and listing them. | Discover role of BEI in competencies
Recognize how to apply technique of identifying key behaviors |
| 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 Centers | |||
| 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 |
Need for Competency Mapping: Course Overview
- Hybrid Learning Format: Engages participants through a combination of virtual sessions and eLearning modules, enriched with multimedia, interactive assessments, and case studies, plus follow-up sessions for deeper understanding.
- Exclusive LMS Access: Provides comprehensive access to Strengthscape’s Learning Management System, loaded with materials like the course manual, instructional videos, eLearning modules, podcasts, and extensive assessments to support self-directed learning and ensure mastery of competency mapping.
- Modular Course Design: Organized into 10 detailed modules, each containing specific chapters and units for structured progression.
- Certification Program: Offers a 24-hour, instructor-led virtual training, spread over eight sessions, supplemented by a practical project and a conclusive assessment to certify competencies in mapping.
- Enterprise Customization: Specifically designed for organizations recognizing the need for competency mapping, this version includes a two-day in-person certification and 10 hours of virtual training for HR, L&D professionals, and trainers, conducted by Master facilitators from Strengthscape.
- Engagement Through LMS: Encourages participants to fully engage with the LMS resources, including manuals, videos, podcasts, and additional readings for a comprehensive understanding.
- Target Audience: Essential for HR professionals, Learning & Development experts, those involved in performance management, departmental trainers, and hiring process participants, acknowledging the critical need for competency mapping in these roles.
- Inclusive Learning Materials: Grants access to the LMS, a 1-year complimentary subscription to the Digital Library, and a suite of assignments and worksheets, reinforcing the importance and application of competency mapping skills.
