Competency Mapping & Assessment For The Organisation
Competency Mapping and Assessment for the organisation The word competency has worried
and scarred a number of people in the past and has been interpreted in the mainly complex formats by some experts thereby creating more scare and scars.Competency is nothing but a set of characteristics desirable to execute a particular job. We have been using competency unconsciously in almost all HR systems that we use, like Performance Management System, Training Needs Identification,Recruitment, Succession Planning,Career Planning and so on. Any competency framework involved three dimensions, viz., Competency Mapping, Competency Assessment and Competency Development.The ultimate objective of the framework this is competency development and it must be seen in this light at all times. The competency mapping & assessment exercise taken up by any organisation or a consultant must have a developmental perspective to it. Competency Mapping: A competency map is nothing but plotting desired competency levels for each location in an organisation.These desired positions could be different for different grades and departments. The competency dictionary helps here in defining the levels so that all assessors at the end of the day have the same meaning of different levels of competencies identified. Competency Assessment: A competency assessment simply assesses the actual levels of competencies of people as against the desired level of competencies marked previous.
This helps in identifying gaps in competencies which could be later bridged. Competency Development: Competency development is the most essential part of the whole process where the gaps in competencies are bridged by using various techniques, like Training, Mentoring,Coaching, Empowering, etc. Any competency mapping & assessment exercise must be undertaken with full knowledge and participation of the employees. I know of some organisations where they call this exercise by a different fancy name so as not to offend their employees. My experience has been that if we are able to talk to employees, convince them of the developmental aspects, the participation of employees is much better and the results are excellent. Sharing the gaps with each employee helps in selling the concept of change and is always the start of the change process. Accepting the gap is the first step towards change which a report to the management alone can not do.
NA Human Resource Solution Pvt Ltd (NAHRS) is a Delhi (India) based HRD consulting company aiming to be the "Total HR Solution Providers". NAHRS started operating in 2003 and has worked on various assignments for its domestic and overseas clients. It aspires to be the one stop shop to all its clients for all HR services under one roof. NAHRS believes in establishing long term relationships with organization to bring about permanent changes in the organizations.NAHRS uses heart and head approach to improve top and bottom lines of its clients through partnering in company strategy and effective utilization of human resources. NAHRS has been working in the area of OD (organization Development) interventions,Training,HR Systems (Performance Management System, Succession Planning, etc), Psychometric Profiling, Competency Mapping, Assessment and Development, and Recruitment.
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