Competency Mapping Jal
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The document outlines a competency mapping plan with the following key points: 1. It defines competency mapping as a method for job analysis to analyze and map the competencies required to perform tasks successfully, and to match new recruits and train existing staff to these competencies. 2. The steps involve finding current competencies through manager discussions, position analysis, and recording critical incidents, then collating the results to create a competency map and profile for each position. 3. It also describes assessing competencies such as knowledge, skills, attributes, and developing individual training plans, succession plans, and competency-based performance appraisals.
Competency Mapping Jal
- 2. Competency Mapping • Any underlying characteristic required for performing a given task, activity or role successfully can be considered as competency • A method for Job Analysis – Analyze and map current competencies exists • Match new recruits to these competencies (Profiling) – Analyze and find what new competencies or levels of competencies that are required to reach benchmarked standard • Match new recruits to these competencies / levels • Plan to train to existing staff to these competencies / levels
- 3. Steps involved • Find current competency – Managerial Discussion – Position analysis of staff involved in the activity – Recording of critical incidents • Success, Failure, Fraud – Occurrence, discovery and avoidance – Establish effective diary practice • Collate results to create competency map for position – Create competency profile of every staff and match with map – Gap Analysis – Provide Role clarity and growth plans (career plan) – Role out training plans • Provide individual plan – Create Succession plan – Design relevant appraisal plan (including competencies in appraisals)
- 4. Steps involved (cont’d) • Collect common metrics to evolve higher standard – Organizational Growth plan • Collate results to create competency map for position to reach bench marked level – (Competency Inventory) – Might require some restructuring depending on market availability of skills – Profile every staff members at regular intervals using common metrics and match with the map • Provide individual plan
- 5. Where to start – Finding Current competency • What positions? • Objective of the Department, section and position • Collect KRAs • Interviews on tasks and objectives – Managerial discussion – Design questionnaire for role performers (staff) • Position Analysis – Orientation to Managers to record critical incidents (Past and Present) – Success, Failure, Fraud – Occurrence, discovery and avoidance • Establish good diary practice to ensure not to ignore success and failures
- 6. What to be measured • Basic Knowledge – Relevant professional knowledge • Subject • Computers • Language – Verbal ability – Sensitivity to events • Skills & Attributes – Analytical skills – Problem solving skills – Decision making / judgment skills – Social Skills and abilities – Emotional resilience – Inclination to respond purposefully to events • Meta qualities – Creativity – Agility – Balancing knowledge and skills (implementation of knowledge) – Reasoning – Idea generation – Quantitative ability – Attentiveness – Reaction time – Memory – Endurance • Managerial Meta Qualities – Fine Manipulative Abilities – Control Movement Abilities – Visual Abilities – Perceptual Abilities – Spatial Abilities – Problem sensitivity
- 7. Other Meta skills that can be included • Deals well with people • Handles pressure well • Work well with minimum supervision • Careful and precise • Uses common sense • Communicates effectively • Cooperative attitude • Decisive • Delegates effectively • Dependable • Detail oriented • Directing others • Fast • Flexible • Learning and personal growth • Loyal • Motivates others • Organized • Outgoing • Persuasive • Planning ability • Pleasant • Punctual • Results oriented • Self starter • Team player • Thorough
- 8. Profile of every staff • Match competencies with every staff • Create ratings • Create a wheel of score (Sample herewith) – Share with Staff – Share with Management • Provide way forward
- 9. Where to start • Questionnaire attached herewith • Starts off with Managerial interviews • Similar form to be designed for junior level staff