A crisp and quick description of competency mapping and how it's done in an organization.

1. Competency
Mapping
Abstract | Behavioral | Focused
Vaibhav Vyas

2. Competency
• The Ability to do something
successfully or efficiently
Mapping
• An operation that associates each
element of a given set with one or
more elements of a second set

3. Why Competency Mapping
• Think of an struggling organization
• How to identify the point of difference
• Whom to target
• How to assess
• How to analyze

4. Definition
• Competency mapping identifies an individual's strengths and
weaknesses
• The aim is to enable the person to better understand himself or herself
and to point out where career development efforts need to be directed
• A competency is defined as a behavior (i.e. communication,
leadership) rather than a skill or ability
• According to Boyatzis(1982) “A capacity that exists in a person that
leads to behavior that meets the job demands within parameters of
organizational environment, and that, in turn brings about desired
results”

5. Characteristics of Competency Mapping
• Motives
Things a person constantly thinks about, the reason for doing something
• Traits
Physical characteristics and consistent responses to situation
• Self Concept
A person’s attitude value or self image
• Knowledge
• Skill
Ability to perform certain mental or physical task

6. Process
1. Skill identification from the job description
2. Club all the skills across organization
3. Frame skill categories
4. Devote skills into categories
5. Prepare a skill dictionary
6. Understand the levels
7. Map accordingly
8. Identify the Gap

7. Methods
• Situational Observation, Discussion and
simulation exercises
• Scenarios with a trained assessor
Assessment
Center
• Critical events, exceptional examples of
accomplishment or failure
• Collected through interviews or questionnaires
Critical
Incidents
Techniques
• Targeted questionsInterviews

8. • Common metric questionnaire – work requirements
and activities
• Functional job analysis – job duties and
characteristics
• Occupational analysis – task oriented duties and
competencies
Questionnaires
• To measure behavioral attributes – aptitude and
achievement tests
• Focuses on behavior rather than skill or ability
Psychometric
Tests

9. Competency mapping in Chola MS
• Understanding the JD for GR 3 to MG 7 profiles
• Defining personal and organizational goals
• Defining skills
• Preparing Skills Dictionary
• Creating a functional questionnaire
• Mapping Skills according to replies
• Finding and analyzing the gap

10. Competency Mapping in Chola MS
• Combination of questionnaire and psychometric tests
• Occupational Analysis
Contains : Information Received, Mental Activities, Work Behavior, Work
Goals, and Work Context
Respondents rate each job element on one of four rating scales designed
for the element
Afterwards , the matching is done between competencies and work
requirements

11. Creating a skill dictionary
Reference Core Competencies Variables
A Developing People Relationship Building
B Values and Ethics Conflict Management
C Commitment Loyalty
Maintaining Secrecy
D Performance Project Management
E Basic Knowledge Analytical Ability
Knowledge Of Products
F Job Related Skills Effectiveness in completion of work
G Personal Competence Planning
Innovation
H Communication Skills Delivering Ideas
Interpersonal Skills
I Leadership Decision Making

12. Questionnaire

13. Analysis
• Conducted for 50 employees out of which 48 were relevant
0
1
2
3
4
5
6
7
8
9
10
A B C D E F G H I
2
1
3
2
10
2
3
5
8
Rating
Competency
Competency Gap

14. Regards
Questions?