COMPETENCY MAPPING

Shamsheer Sharma

Performance &
Competency
Performance is an action (or set of
actions) that individual(s) takes in
order to achieve a result or output that
adds desired value to the input.
Competency qualified, using
appropriate set of tools (Knowledge,
skills), proficient, adequate for the
purpose, suitable, authorized
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Competency As A Tool
Competencies are based on
1. Knowledge: - information accumulated
in a particular area of expertise (e.g.,
accounting, selling, servicing,
management)
2. Skills: - the demonstration of expertise
(e.g., the ability to make effective
presentations, or to negotiate
successfully)
3. Motive: - recurrent thoughts driving
behaviors (e.g., drive for achievement,
affiliation)
4. Attitude: - self-concept, values and self3
image

Categories of Competencies
Two major categories of competencies: Threshold competencies: - They are the
characteristics, which any job holder
needs to have to do that job effectively
but do not distinguish the average from
superior performer.
Differentiating competencies: - They are
the characteristics, which superior
performers have but are not present in
average performers.

Competencies establish a causal link between

certain behaviors and the achievement of success.
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Types of Competencies
The four major types which are
normally evaluated as:
1. Mobilizing innovation and change: - ability to
conceptualize, creativity, risk-taking, visioning.
2. Managing people and tasks: - coordinating, decisionmaking, leadership / influencing others, managing
conflict, planning, and organizing.
3. Communication: - interpersonal relationships,
listening to others, oral and written communication.
4. Managing self: - learning new things, time
management, personal strategies, problem solving.
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Procedure For Acquiring

Competencies

Knowledge
1. Education
2. Training
3. Experience

Learning Transferring knowledge

in workplace behavior
4. Convert into traits and behavior
5. Innovate or fine tune
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Difference Between Skill &

Competency
E.g. there are 2 people in same office.
They have 2 Similar skills
80 words in a minute with no error.
Entertain the guest.

Why choice of manager differs???

How to differentiate between skill &
competency??
how can one know when a person has
acquired and is appropriately using a
competency in a performance situation?
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Behavior Indicators
Each competency has between one
to five (maybe more) behavioral
indicators.
Behavioral indicators show
observable external activity an
individual takes or uses that signify
an appropriate application of the
competency in a specific
performance setting.
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For Example
Conflict Management:
Anticipates or seeks to resolve confrontations,
disagreements, or complaints in a constructive
manner.
Behavioral Indicators: Recognizes the root cause for conflicts,
confrontations, or disagreements.
Resolves conflicts, confrontations, or
disagreements in a constructive manner.
Addresses formal and informal complaints from
employees or from person other than
employees (e.g., customers, suppliers).
Attempts to resolve employee complaints or
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from persons other than employees.

3 Important Definitions In
Competency Mapping
Competency Map. A competency map
is a list of an individuals competencies
that represent the factors most critical
to success in given jobs, departments,
organizations, or industries that are
part of the individuals current career
plan.
Competency Mapping. Competency
mapping is a process an individual
uses to identify and describe
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Continued.
Top Competencies. Top competencies are
the vital few competencies (four to seven,
on average) that are the most important to
an individual in their ongoing career
management process. Importance to the
individual is an intuitive decision based on
a combination of three factors: past
demonstrated excellence in using the
competency, inner passion for using the
competency, and the current or likely
future demand for the competency in the
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individuals current position or targeted

Competency Mapping
HR Functional Role lies in:
Identifying Competencies required by organisations
Designing the Assessment/Development Center
(For Selection/promotion and development of
managers)
Designing scientific instruments for assessment
(Psychological tests, In-Baskets etc)
Developing Internal Assessor capabilities
Facilitating Developmental outcomes/action plans
Institutionalizing the process in the organisation
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Challenges Faced By
Individuals
1. The first challenge: Effective competency
mapping calls for insight analysis into the
requisite competencies for success in the
individuals career field and in key positions
of interest.
2. The second challenge: It is difficult for
many individuals to create their own
competency maps, because of limited
experience with competencies and their
behavioral definitions, as well as some
blind spots about their own prior
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accomplishments.

Continued..
3. Third challenge: Encountering
individuals who are less than
comfortable putting the extra effort
into & focusing so much on
accomplishments, since this activity
often feels to them like selfcongratulatory back-patting.
4. The major reason, for all these, is that
all competencies include, other
attributes such as traits, thought
patterns, self-esteem, mindsets, and
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other characteristics that extend

Summary
No matter how formal or informal
and organizations practices are
regarding development planning, it
is important for the individual to map
his or her top competencies that are
important to their future career and
success.
From among those top
competencies, the individual needs
to identify their current competency
strengths, and also their future
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