Companies find it easy to grow and expand with a group of competent and skilled individuals who largely contribute to its success. In many growing and successful companies, competency mapping plays a major role. The term pertains to the process of identifying the essential qualities and skills of the employees and processes within the organization. Competency mapping generally assesses two crucial areas of a working individual: emotional intelligence or emotional quotient (EQ), and the individual’s strength or capabilities in various aspects of the organization such as leadership, decision-making, and organizational structure.
This process works effectively in the aspect of recruitment, promotion, and retention of skilled individuals. For large companies, competency mapping is very important in understanding how to effectively apply the attributes and competencies of employees to their job. Also, they make use of it to evaluate the efficiency of combined strengths and skills of the employees in producing high quality outputs and competent teams.
Four Major Components of Competency
A company must first identify the essential components of competency before doing a competency map. Basically, there are four important parts of competency and these are:
a. Skill
Skill refers to the capabilities and craft of an individual that is learned over time through constant practice. Individuals can acquire several skills depending on what they are capable of doing with interest and dedication so that they can excel in overall skill development.
b. Knowledge
Knowledge is the perceived understanding of things through a learning process. The information gathered and learned at work is acquired knowledge. This is what makes individuals perform their job because they have sufficient awareness of what they should do and are equipped with information needed for the job.
c. Personal Attributes
An individual’s attributes are otherwise known as personal characteristics that needs to manifest at work in accordance to skills and knowledge.
d. Behavior
An individual’s attitude or behavior at work is what is demonstrate when making use of his / her skills and knowledge.
Steps in Competency Mapping
Companies need to follow and employ the following steps in competency mapping in conducting work assessment for their workers:
a. Initially, a job analysis is required by either letting employees fill out a position information questionnaire or by conducting an initial interview with the individual’s information sheet as a basis. The main purpose is to collect information from what they think are the key characteristics in performing the job.
b. From the gathered data of the job analysis, the next step is to create a competency based job description. The main guide for developing a competency based job description is the input generated from the individuals and the management.
c. The third step is to map the said competencies throughout the entire processes of the Human Resources, from recruitment onwards. The competencies in a certain position are the factors needed once the employees will be assessed on their performance appraisal. With these competencies, the employer will be more objective in their evaluation.
d. From the analyzed competencies and the job evaluation conducted, the attributes that the individuals must improve on is determined.
Benefits of Competency Mapping
Competency mapping is very beneficial to the company, the management, and the employees. For a company, applying this process reinforces corporate vision, mission, strategy, and culture. It sets performance excellence toward employees that results in better job satisfaction, higher employee retention, and a more organized and effective approach to professional endeavor. Competency mapping should start at the early phases of the hiring process, and continue progressively all throughout the duration of a person’s employment.
For the management, it helps them create a standard set of performance criteria for competency assessment and promotion of employees. Plus, they take a more objective approach in the job evaluation. With a mapped competency as well, managers find it easier to communicate with the employees their performance feedback and other career-related topics.
As to the employees, competency mapping gives them an opportunity to conduct a self-assessment of their individual competencies and aim to develop themselves professionally on the skills that they need to work on. With this, they can then become better working individuals who will serve as assets to their organizations. The process also allows for a more objective discussion with their managers in terms of their performance, career development and workplace issues.
