Competency Mapping

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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
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Organizations describe, or map, competencies using one or more of the following four strategies:
1. Organization-Wide (often called “core competencies” or those required-for-organization-success)
2.Job Family or Business Unit Competency Sets
4. Competency Sets Defined Relative to the Level of Employee Contribution (i.e. Individual Contributor, Manager, or Organizational Leader)
This article will not go into depth about the differences among the four mapping strategies. Instead, the focus here will be on ways that individuals need to present or demonstrate the use of the various kinds of competencies when interacting with organizations.
Research is ongoing about the nature of competencies that are important for success across many organizations. There are a number of sources that describe some very common personal functioning competencies found to be important for employees at all levels across organizations. One good quote in this area is from Michael Zwell (2000, pgs. 53-55), the author of Creating A Culture of Competence when he says, “From the body of competency research to date, a basic set of 6 competencies would differentiate the top quartile of performers from the rest in most positions in an organization: Initiative, Influence, Results Orientation, Teamwork, Service Orientation, and, Concern for Quality.”
In addition, research on the importance of ”emotional intelligence” to organization success is starting to
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