Nurture & Retain your Talent
Using our competency mapping as part of your talent framework has many benefits
reduction in early life attrition of new joinees
greater productivity from top performers
better development of leaders & managers
A competency is a collection of interdependent knowledge, skills and behaviors needed to get a particular job done productively. Every job requires a certain set of competencies that are instrumental in achieving results (performance).
Job specific ‘knowledge and skills’ are ‘what’ one needs to deliver results – often referred to as functional competence. Job specific ‘behaviors’ are ‘how’ one puts the knowledge and skills into action – often referred to as behavioral competencies.
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Behavioral competencies are any behaviors, attitudes, or traits needed to achieve effective performance in a role. Behavioral competencies provide a substantial set of attributes needed in achieving optimal job performance or organizational success.
Competency Mapping Definition
Competency mapping is the process of choosing competencies for a particular job or role based on the competency model being chosen. While the model provides the wireframe on which we set competencies, the mapping process itself creates role/level specific competencies within an organization.
Competency mapping provides for a more transparent and less biased method of managing people. Competency mapping also allows the people function to…
- Define job requirements & job standards that are necessary for recruitment and selection.
- Frame goal-oriented training through rigorous gap analysis and clear objectives.
- Monitor the performance of employees across the departments and organization.
- Make an informed promotion decision.
- Support career and succession management.
A competency model is a framework of interrelated competencies needed by any organisational workforce. Synergogy offers 3 major competency model constructs depending on the size, structure, nature and industry sector of the organisation.
1. Organisational Model
2. Job Specific Model
3. Hybrid Model
Competency mapping can be done in scientific or non-scientific ways. Again, time, costs and validity are key components of deciding which method would be most apt for an organization. A Scientific method requires the use of psychometric tools being deployed across a range of stakeholders that work closely with the job.
Non-scientific methods include using questionnaires and interviews as main methods of gaining information on critical competencies needed for a role. In either case, a thorough job analysis is key to creating a robust competency map.
Competencies can be assessed in multiple ways. Each method provides a certain amount of validity to those assessments. The choice of the method would always depend on the 3 critical factors of validity, cost and time.
Assessment Centres are your best bet when you are looking for most valid results. However, they require more time and costs are higher.
Both Multi Raters and Psychometrics are relatively cost effective. Multi-raters may take slightly longer since they may need customization.
Psychometrics do the trick here when it comes to quick deployment. However, choosing an apt tool with suitable reliability and validity is key.
How does one assess competencies?
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