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Competence
Mapping
Our approach typically involves the following steps in the
case of senior executives and can be used for:
|
a.
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Analyzing gaps in performance; |
| b |
Identifying
training and development needs; |
| c |
Promotion,
Career and Succession Planning. |
The Mapping Process
- Understanding
the strategic needs of the company, roles & org. designs
- (through study of company documents, interviews and analytical
work)
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Deriving the core competencies/desired competencies for
the target group; preparing competency dictionary (through
interviews & analytical work)
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Study of role/job descriptions; validation of competence
levels required for the position; preparation of Competency
Standard, if necessary.
The Measurement Process
-
Design
of a feedback system (360/180 degrees) for the individuals.
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Administration of the feedback system; statistical analysis
of data; interpretation
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Assessment centre approach to determine competence levels
(competence measurement using a menu of instruments/case
situations/situational responses/in-depth interviews.)
Analysis
-
Graphs of feedback and comparison with self ratings.
-
Analysis of various ratings - Interviews, Tests, Case analysis
etc and arriving at an average by the Panel.
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Preparing competence profile in a visual format.
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Comparing existing people vis-à-vis current role and also
for progression.
Action
- Competence
Profiles including conclusions and recommendations.
-
Overall report of the methodology, rationale and suggested
future action in goal setting and implementation.
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