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With the rise of a large share of unemployed educated youths in India, the Government has introduced various schemes like vocational training initiatives and skill development workshops to bridge the Competency mapped scenarios gap between academics and real work applicability to increase the country's GDP.
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What is competency mapping? Competency Mapping is a strategy focused on evaluating the competencies of employees in a structured and repeatable way. One of the main goals is to gain awareness of the current skills inventory in the organization That said, following American organizational theorist and professor Richard Boyatzis competencies are not synonymous to hard skills: “A job competency is an underlying characteristic of a person in that it may be a motive, trait, skill, aspect of one’s self-image or social role, or a body of knowledge which he/she uses. The existence and possession of these characteristics may or not be known to the person.” For this reason, competency mapping can be used across types of roles. The data gathered in the process of mapping competencies is typically used in top elearningplatform by managers, HR professionals, team leads, and of course, employees. Competency mapping data can be stored and presented in a number of ways, from simple spreadsheets to competency mapping software.
Need for Competency Mapping • The cost of manpower is becoming increasingly high. • Realization of the truth that people can transform an organization. • Getting more from the people rather than getting more people. • Increased customer focus; identifying and fulfilling implied customer needs and expectations. • Recognizing the fact that the right kind of human resources can monitor and manage the technology, finance, market, customers, customer relationship, processes, procedures, and the system effectively. • Importance of role performer vis-a-vis time management.
Objectives and Purpose of Competency Mapping • Identifying the key success factors • Pinpointing triggers for each role on competency mapping • Laying direction for superior performance • Setting defined expectations from employees • Serving means for communicating performance expectations • Ensuring that the employees obtain greater transparency about their roles • Providing opportunities for development • Creating a more empowered workforce • Employing the workforce effectively
