COMPETENCY MAPPING AS A TOOL FOR PERFORMANCE ENHANCEMENT

COMPETENCY MAPPING

Competency Mapping is made up of two terms Competency + Mapping, Where, Competency refers to clarify any underlying characteristic that is required to perform the process or the activity and Mapping refers to the scheduling of the activities in a sequential order. It consists of breaking a given role or job into its constituent tasks or activities and identifying the competencies (technical, managerial, behavioral, conceptual knowledge, an attitudes, skills, etc.) needed to perform the same successfully.

LEVELS OF COMPETENCIES

Practical Competence Foundational Competence Reflexive Competence Applied Competence

AREAS OF IMPLEMENTATION
Recruitment and

selection Training and Development Career and succession planning Rewards and Recognition Performance Management System

OBJECTIVES OF THE RESEARCH

This research attempted to: To attain proper understanding and analysis of concept of competency mapping Conduct an employee survey and understanding their competency. Evaluate the effectiveness of competency mapping in employees performance. Determine the level of usage of competency mapping. To understand how to most effectively employ the competencies of strengths of employees.

RESEARCH METHODOLOGY

Sampling Method : Simple Random Sampling Sample Size : 40 Respondents Sources of Data :Primary Data Secondary Data

LIMITATIONS OF THE RESEARCH

There was a time constraint and therefore in depth study was not be possible. Information provided by the employees might be bias due to some reasons. Few employees did not know the concept of Competency Mapping and thus it was difficult to understand their exact view points.

RESEARCH ON EFFECTIVENESS OF COMPETENCY MAPPING AS A TOOL FOR PERFORMANCE ENHANCEMENT Demographic Information:
AGE(in years) 20-30 31-40 41-50 51 & above Total
25 20 15 10 5 0 20-30 31-40 41-50 51 & above FREQUENCY

FREQUENCY 5 22 13 0 40

Graphical representation of gender of respondents

GENDER Male Female FREQUENCY 16 24

40%

60%

Male Female

KEY FINDINGS
100% of the respondents agree that doing quality work generally improves performance. 67% of the respondents have an approach of proactive behaviour to improve performance. 58% of the respondents agree that creativity and innovativeness helps in better performance. 50% of the respondents agree that risk taking ability increases effectiveness in performance and 38% respondents disagree with the same.

80%of the respondents agree that the desire for excellence motivates to perform effectively. 47% of the respondents agree that stress tolerance capability increases performance level and 41% respondents disagrees to it. 58% of the respondents agree that competency mapping provides a more specific and objective assessment of personal strengths and the tools required to enhance those skills. 42% of the respondents agree that competency mapping helps to determine the areas where the development is required and thus leads to develop a self development plan.

SUGGESTIONS

Competency Mapping should be done on frequent basis so that the employees have a learning atmosphere all the time. The competencies should be analysed at regular intervals. The organization should arrange various workshops, various programs and awareness should be created regarding the same. It should be directly linked with performance and individual goal satisfaction, which will motivate the employees to perform better.

CONCLUSION
In India,competency development and mapping still remains an unexplored process in most organisations despite the growing level of awareness. Unless managements and HR heads have holistic expectations from their HR departments, the competency movement is unlikely to succeed as it requires lot of time, dedication and money. Before an organisation embarks on this journey it has to be very clear about the business goals, capabilitybuilding imperatives and core competencies of the organisation. The competency mapping process needs to be strongly integrated with these aspects.