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Friday, January 30, 2009

{PassionHR} Competency Mapping, Assessment & Development

Dear Sir/Madam,

I am working as a Management Trainee, in the HR Department, of a private manufacturing concern set up in Central India. The organization is a 48 years old and primarily deals with manufacturing steel castings, equipments and machinery parts for heavy machine industries including Steel Plants, Power Plants, Railways, Mining and Exports. However the organization fits into the Medium-Scale industry frame. It has a fairly good International presence and recognizable pioneering National presence. Its employee strength is 1400.

 

I am a 2008, MBA (HR) pass out; and in my internship I did "Competency Mapping" for a practice in a very well known software company based at Bangalore. The scope of my project was `Concurrent Cross Validation', since the Mother Company has been implementing `Competency Mapping' which it generated on its own a few years back. So my job was to check whether the generalized competencies as understood and implemented by Mother Company in all its divisions stands valid when performed individually on a particular division. For the purpose I was given a role profile, and I conducted a Repertory Grid. The final outcome was in agreement with that generated by the Mother Company; and that ended my project.

 

Now at this organization where I have recently joined as an MT, seeing my internship project; they have thought about implementing the full "Competency Mapping, Assessment and Development" programme. However it has never been implemented before and it shall be in experimental stages. Since I am well acquainted with the `Repertory Grid' technique, I plan to implement it here as well; along with `Expert Panel' technique. Also since I am aware I do not hold the competency to carry out `Observation' technique and `Behavioural Event Interview' or `BEI' technique; due to lack of experience, exposure, and no prior training. And the high costs involved in the process.

 

The Mapping procedure I understand it pretty well, however am kind of lost when it comes to Assessment and Development. I have been reading books and material from the Internet, which explains how I shall go ahead about it.  Yet am confused and feel a little directionless. I am not being able to understand what a Competency Model is, and how to develop it. What factors should I keep in mind before starting Assessment? Do I just focus on the managerial/executive division or do I execute it on the workers of that division too? How shall I define the whole of job role for the department/division I chose? Which departments do I chose, and whether it be just any one as per my choice; or some department/division mission-critical for the organization?

 

I do understand that Competency Mapping is in its infant stages in India, though many organizations are reconsidering and aligning themselves to the benefits of CM. The costs involved and the time consumption in implementing it just for one department can be pretty overwhelming to the organization; which leads to failure of the process.  Thus a proper direction and an outline of what should be done, how it should be done, and being ready with all pros and cons; is the need of the hour.

 

I request for some help, direction and guidance from the HR people who are aware of `Competency Mapping, Assessment and Development', and who have implemented in their respective organizations.

 

Thanking you

Akanksha

 

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