16-08-2012, 09:46 AM
Competency Mapping of the Employees- A Study
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Abstract.
Competency mapping, the buzz word in any industry is not complicated as it may appear. At the
heart of any successful activity lies a competence or skill. In the recent years, various thought leaders in
business strategy have emphasized the need to identify what competencies a business needs, in order to
compete in a specific environment. Competency mapping is a strategic HR framework for monitoring the
performance and development of human resource in organizations.Regardless of whatever happens to the
future of software in India, the people who are outstanding in their performance will continue to be in
demand and will keep rising and for this the human resource of each organization should develop the
competencies which they have in order to compete with the highly competitive market. In this paper the
researcher has collected data from 195 software employees.
Introduction
The current globalization of economy necessitates innovative approaches in managing the work force.
The fast changes happening in the demography and social systems thereof have given breathing space for
various HR practices enhancing the employee productivity and growth. And one of the most commonly used
HR practice is competency mapping for development of the employees. Identifying and development of the
competencies in organization enable better performance management as well as reward and recognition
systems leading to career and succession planning programmees.Also competency mapping is a strategic HR
frame work for monitoring the performance.
Conceptual Framework
John Flanagan (1954) grounded Critical Incidents Technique as a precursor to the key methodology used
in rigorous competency studies. The idea of testing the competencies, required for efficient performance at a
position, was proposed by David McClelland in the early 1970’s. The term competency has been interpreted
by various authors/researchers with their unique way of giving meaning to it. Some of the definitions are
given below. Boyatzis (1982) described competencies as underlying characteristic of an individual, which
are causally (change in one variable cause change in another) related to effective job performance.
Competency Mapping
To assess the competency of the employees of two software companies researcher has identified 147
competencies which is relating to 20 broad categories and the dimensions are Drive for results, Process
2011 International Conference on Information Communication and Management
IPCSIT vol.16 (2011) © (2011) IACSIT Press, Singapore
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management, Functional expertise, Personal effectiveness & ability to influence, Innovation, Team
effectiveness, Customer service, Self development orientation, Analytical thinking, Physical ability,
Knowledge, Aptitude, Motivation, Communication, Leadership, Managerial ability, Negotiations, Personal
values, Social skills, Technical competence. Simple random method was used to collect the data from the
respondents. Tools like t test were used to identify the present competency levels and the competency gap.
Conclusion
The present study has been attempted to identify gaps in the competency levels of IT professionals
working in two IT firms in Chennai. A total of 20 dimensions have been used to assess the performance level
and identify the gaps. It is found that the performance levels of CTS employees are higher when compared to
the employees of HCL. The gaps are found to be high among the employees of HCL in most of the dimensions. These could be developed by giving training and personality development classes for the
employees .