Recent HR Scenario
Competency Mapping
Introduction
A
lot is going on in recent times on the issue of competency mapping. A lot of
resource is
spent
and consultants are invited to do competency mapping. Competency mapping is
gaining
much more importance and organizations are aware of having good human
resources
or putting the right people on right job.
Competency
mapping is important and is an essential exercise. Every well managed firm
should
have well defined roles and list of competencies required to perform each role
effectively.
Such list should be used for recruitment, performance management,
promotions,
placements and training needs identification.
In
performing or carrying out work, it is essential that the required job skills
first be
articulated.
This information not only helps to identify individuals who have the
matching
skills for doing the work but also the skills that will enhance the successful
performance
of the work. Yet often to perform well, it is not enough just to have these
skills.
It is also critical to complement the skills with the necessary knowledge and
attitudes.
For e.g. the necessary knowledge will enable an individual to apply the right
skills
for any work situation that will arise while having the right attitude will
motivate
him
to give his best efforts. These skills, knowledge and attitudes required for
the work
are
usually collectively referred as competencies.
What is Competency?
Competency
is an underlying characteristic required to perform a given task, activity, or
role
can be considered as competency. Competency has the following forms:
· Knowledge
· Skills
1
· Attitude
These
three factors are important for identifying competency in a person. Different
individual
requires different competency for e.g. a person working in a manufacturing
unit
may require different competency than a person working in an IT sector.
Competency
difference from industry to industry. According to Harvard Business
Review
Daniel Katz grouped competency into three areas which later expanded in to the
following
four:
· Technical
· Managerial
· Human
· Conceptual
In
competency mapping all details of the behaviors (observable, specific,
measurable etc)
to
be shown by the person occupying that role are specified.
Who Identifies Competencies?
Competencies
can be identified by one of the following category of people:
· Experts
· HR Specialists
· Job analysts
· Psychologists
· Industrial Engineers
What Methodology is used?
The
following methods are used in combination for competency mapping:
· Interview
2
· Group work
· Task Forces
· Task Analysis workshops
· Questionnaire
· Use of Job descriptions
· Performance Appraisal Formats etc.
How to Identify Competency?
The
process of identification is not very complex. Some of the methods are given
below:
1.
Simply ask each person who is currently performing the role to list the tasks
to be
performed
by him one by one, and identify the knowledge, attitudes and skills
required
to perform each of these jobs. Consolidate the list and present it to a role
set
group or a special task force constituted for that role.
2.
Appoint a task force for each role.
Who can do competency mapping?
Competency
mapping is a task which can be done by many people. Now days all
Management
schools and those specializing in HR train the students in competency
mapping.
Any Masters in Management or Social Sciences or an Employee with
Equivalent
Experience and training can develop these competencies.
Some Tips on How to do Competency Mapping?
Pick
up a job or role that is relatively well understood by all individuals in the
company.
For
e.g. Sales Executive, Assistant HR Manager, Receptionist, PR Manager etc. are
known
to all and easy to profile. Work out competencies for this role if necessary
with
the
help of job analysis specialist or an internal member who has knowledge of
competency
mapping.
3
ADC & AC are used to identify Competencies?
· Assessment Centers are centers set up by an organization for
periodic or
continuous
assessment of competencies required to perform current, future likely
or
higher level jobs/roles/tasks. They are increasingly used to identify high
fliers
and
develop leaders/ competencies for the future.
· They are also being used for recruitment purposes to assess
the suitability of the
candidate
for entry level as well as for senior levels positions.
· Assessment Centers use multiple methods like in-basket
presentations, role plays,
simulation
exercise, leadership group discussions, case studies etc.
· They are also called as development centers or ADCs in the
recent.
Role of Competency in Recruitment & Retention
Competency
mapping can play a significant role in recruitment and retaining people as it
gives
a more accurate analysis of the job requirements, the candidate’s capability,
of the
difference
between the two, and the development and training needs to bridge the gaps.
As
far as individual’s career aspirations are concerned, once the organization
gives an
employee
the perspective of what is required from him to reach a particular position. It
drives
him to develop the competencies for the same. “Competencies enable individual
to
identify
and articulate what they offer-regardless of the job they happen to have at the
time
so that their organization can see, value and utilize what capability is
actually
available.
Competency Mapping at Zensar & L&T Infotech
Zensar
has a behavioral competency model which is based on various job roles in the
organization.
The following is the process of implementation of competency mapping.
4
· Having defined the various job roles, a focused study was
initiated where job role
holders
were interviewed on the critical incident method and the data of
successcritical
factors
collated.
· The job roles and deliverables were finalized on the basis
of the competencies
derived
from the data. This data was further analyzed, and on the basis of this
competencies
that had an impact on the job roles and deliverables were finalized.
· After identifying the competencies, a job analysis exercise
was carried out where
the
importance level of every competency was ascertained before freezing the
competency
model.
L&T
Infotech a PCMM Level 5 company has a successful competency based HR system.
Recruitment,
training, job rotation, succession planning and promotions all are defined by
competency
mapping. Nearly all our HR interventions are linked to competency.
Competencies
are enhanced through training and job rotation. He adds that all people
who
have gone through job rotation undergo a transformation and get a broader
perspective
of the company. For instance a person lacking in negotiation skills might be
put
in the sales or purchase department for a year to hone his skills in the area.
5
|