Competency Mapping is a process that helps identify key competencies for a particular position in an organisation or for using it for training, recruitment, performance management and succession planning. It is a behavioural trait and not a skill or an ability that defines an individual’s competencies that make him meet the job demands within the parameters put by the organisation.
High in Demand
Competency Mapping is not a new concept, but in recent years it has been in high demand and many organizations use competency models as a basis for their performance management systems. Today, the organisations and businesses have understood its importance for employee selection as a process.
Encompassing professional, personal and technical competencies, competency mapping is highly flexible and can be customised as per the client’s needs. Moreover, it can even be built upon an already existing competency map of an organisation.
Benefits of Competency Mapping
The benefit of competency mapping is that it creates standards for employee training and development specifically tailored to your organizational needs.
It is a quick and efficient method that focussed and analyses how employees work and usually takes 1 or 2 days time period.
Creating a competency map helps to drills down to the skills, knowledge, abilities, and behaviours required for each unit of work. This approach makes the competency map a very useful and practical tool for organizations.
Another benefit is that it creates a comprehensive list of specific skills required to be performed on a job. This forms the basis of a competency assessment that focuses on how an employee performs at work in relation to the specified performance standards. In fact a competency mapping also provides ongoing employee performance coaching in lieu with the assessed employee’s acceptance. This not only benchmarks employee performance but also helps organisations target performance deficits and highlights skills that require additional trainings or specialised courses. Furthermore, it avoids the pitfalls of cumbersome documentation and complicated methods that often result in generic competency statements.
A competency model can be used for selection, placement, redeployment, performance management and evaluation, planning training & development, career role mapping and separation. Competency models are also useful as they not only communicate what is important to an organization but also provide a stable foundation for developing integrated human resource systems such as staffing, training, promotion, succession planning and performance management.
Should you be interested to use competency mapping, you should get assistance from experienced management and business consulting firm like Cengrow. With more than 30 years of expertise in management consulting globally, Cengrow provides end-to-end solutions for all your business challenges and adds value to your organisation’s performance, people and process. They help organizations identify key competencies and define associated critical behaviours that are linked to their strategic objectives and key success factors of their business.