Competency Mapping

Competency mapping define the behaviors required for good organizational performance and serve as the foundation for all people management procedures. While performance goals and objectives outline what workers should do, competence maps give a shared vocabulary for how employees should conduct their everyday job. This aids in performance management and improvement, resulting in a better, more effective company.

We take pleasure in being a pioneer in assisting firms in developing competence frameworks for managing human resources in a professional and objective manner. We begin with an assessment of the organizational strategy, with a focus on the extraction of key capabilities and values. The retrieved results are then validated using the most appropriate validation procedures. We return to the back office once the skills have been validated to write the behavioral indicators for each competency.

Backbone of our Competency Mapping Service

• In cooperation with high-ranking authorities, we perform a detailed examination of employment positions and produce a position information questionnaire (PIQ). Officials are facilitated to conduct one-on-one interviews based on the created PIQ.
• The analytical results assist officials in developing a competency-based job description.
• The resulting competency-based job description clears the way for the capabilities to be mapped into current human resources systems. You can assess performance based on the elements obtained in the competency evaluation. The competences will assist you in achieving more objective results.
• You can determine the need for additional training and development based on the evaluable competencies. You can create training modules for a job role to obtain better results in terms of corporate goals.
• You can determine the need for additional training and development based on the evaluable competencies. You can create training modules for a job role to obtain better results in terms of corporate goals.
• Mapping and formalizing specified job set-based abilities for relevant positions. This would be done solely with the Steering Committee/approval. Management’s Basic competencies, intermediate competences, advanced competencies, expert competencies, and ghost employees are examples.

Steps of Competency Mapping Process

Competency mapping connects team members’ and workers’ talents and abilities to the activities and roles that are best suited to them; it is the process of identifying important competencies for a business.

• First and foremost, we will attempt to identify skills based on the job description. Next, we will allocate each skill set to its appropriate category, which means we will devote talents to categories.
• It is now time to prepare a Prepare a skill dictionary; we must describe the level-by-level explanation of each skill.
• The comparison is one resource that must be mapped twice against each and every power, a process called as Mapping.
• The gap between actual and desired is the basis of training requirement identification.
• Then we map all the resources again and link all evaluation with performance appraisal methods.

That is how we approach Competency Mapping.