Competency Mapping

What is Competency ? Any underlying characteristic required for performing a given task, activity, or role successfully can be considered as competency. Competency may take the following forms: knowledge, attitude, skill, other characteristics of an individual including: motives, values, etc. Steps First: A job analysis is carried out by asking employees to fill in a questionnaire that asks them to describe what they are doing, and what skills, attitudes and abilities they need to have to perform it well. Second: Having discovered the similarities in the questionnaires, a competencybased job description. Third: Having agreed on the job requirements, one starts mapping the capability of the employees to the benchmarks. PERFORMANCE CRITERIA Performance criteria : It is defined as what an individual needs to accomplish in order to deemed competent based upon a specific competent statement. CHARACTERESTICS OF PERFORMANCE CRITERIA Describe employee behavior, Describe behavior I,e observable & measurable, Are limited to single behavior, Include a performance standard, Criteria sampling

 Criteria sampling or sampling criteria also referred to as eligibility criteria; include a list of characteristics essential for membership or eligibility in the target population. The sampling criteria determine the target population ,and the target population ,and the sample is selected from the accessible population within the target population . The sampling criteria may be specific and designed to make the population as homogeneous as possible or to control for extraneous variables. sampling criteria may include characteristics such as the ability to read ,to write responses on the data collection instruments or forms , and to comprehend and communicate using the english language. Tools for data collection Behavioral Events Interview Expert Panels Surveys

Expert Systems Job Analysis Role Analysis Direct Observation

Behavioral Events Interview Advantages: Empirical Identification of competencies Precision about how competencies are expressed

Freedom from gender, cultural, bias Generation of data for assessment, training etc.

 Disadvantages: Time & Expense Expertise requirements Missed job tasks Expert Panels Advantages Quick and efficient collection of a great deal of valuable data Helps ensure better buy-in Disadvantages Possible identification of folklore or motherhood items. Omission of critical competency factors which panelists are unaware of. Surveys Advantages Quick and cheap collection of sufficient data for statistical analyses A large number of employees can provide input Help build consensus

Dis Advantages Access to data Efficiency Productivity Job Analysis Advantages Produces complete job descriptions

 Can validate or elaborate on data collected by other methods Disadvantages Provides characteristics of job rather than those of the people who do the job well Task lists too detailed to be practical and do not separate truly important tasks from the routine activities Direct Observation Advantages A good way to check competencies suggested by panel, survey, and BEI Disadvantages Expensive and inefficient

Data analysis Analysis of data is a process of inspecting , cleaning, transforming , and modeling data with the goal of highlighting useful information , suggesting conclusions, and supporting decision making. Data analysis in competency mapping contains the following steps: Review list of competencies: Review the competencies that are identified ,to check if they fulfill the purpose . Competencies are finalized for each job role. Identify & list meta competencies. Have agreed with the management teams. Assign proficiency level :

 Define what proficiency means to the organization & what use would it be put to within the organization. Define levels and differentiate between appraisal ranking and proficiency levels.