Competency Mapping.

Competency Mapping

R.K. Sahu

Excel Books, New Delhi, 2009

ISBN (13): 978-81-7446-745-4

Pages: 302, Price: Rs. 275

Performance is the mantra of today's business organization. People with right abilities are able to perform better. Competencies are the set of such skills and abilities (technical as well as behavioural) which are required for desired level of performance. Right competencies are the key to superior performance. These days most of the business organizations are dealing with a problem of competency mapping, which is basically matching of capacity of an individual that leads to behaviour and the organizational/job requirement. The book under review is a much needed book at this juncture as organizations are implementing competency mapping process and they expect from the young managers or would be managers to have detailed idea on this topic.

This book is a nice attempt made by Dr. R. K. Sahoo, which covers various dimensions of competency mapping processes including developing a competency model for the organization, identification of competencies, assessment of competencies and the implementation of competency mapping process. This is a good resource book on Competency Mapping for all students and all HR Professionals. Content of this book includes: Concept of Competency, Competency Mapping Process, Developing Competency Models, Competency Identification, Competency Assessment, 360[degrees] Feedback and its Application in Competency Assessment, Assessment Centre and its Application in Competency Assessment, Applications of Competency Mapping, Commonly asked Questions on Competency Mapping, Managerial Competencies with Definitions, Will & Skill Mapping of Manual Workers.

This book is divided in to eleven chapters highlighting various dimensions of competency mapping process. First chapter focuses on "What" part of competency, which is explained as the capacity of an individual that leads to behaviour that is demanded by the job or role. Competency mix is basically comprises of Attitude, Skill and Knowledge. Attitude comprises of motives, traits, and self-concept. It also highlights the relationship between competency and performance as the ultimate aim of any business unit is to achieve desired performance level. History of competency is also highlighted in this chapter.

Competency mapping is the process of designing a framework to identify competencies required for a job or role. The process of Competency mapping as explained in the in the next chapter of the book involves mainly three steps; the first step is to develop competency models for competency profiling, second is to identify competency required to perform the job/role and thirdly assessing how much individuals possess these competencies for a given job/role.

This book further focuses on developing competency models. Various models of competency mapping are highlighted in the next chapter. Functional competencies for various job positions are nicely highlighted which would be very helpful for the readers to understand the competency mapping processes and especially for those who want to implement this process.

Chapter four focuses on competition identification. Sample questionnaire for competency identification are highlighted in this chapter. Also various methods of competency identification are highlighted.

Competency Assessment tools like self and superior assessment, 360 degree feedback, Assessment centre; Psychometric tests, in-basket exercises, management games, role plays, leaderless group discussion, etc are explained in the next chapter. This chapter also focuses on assessing general as well as technical competencies. 360-degree feedback and its application in competency assessment are explained in the chapter six. Implementing 360-degree (which is also known as multi-source feedback system) is not an easy task. There are various aspects need to be considered before implementing a multisource feedback system. Companies like Tata Motors, Hindalco, Ranbaxy, ACC, Asian paints, etc. have implemented this successfully. The best part of this book is that it is full of Indian examples, which generates interest in the reader.

Chapter seven focuses on Assessment Centre and its application in competency assessment. This chapter highlights growth of Assessment Centres in various countries and the different tools which are used in Assessment Centre for competency assessment. There are various tools available for competency development, which includes; training, job rotation, mentoring, coaching, counselling, and self-development.

Chapter eight discusses about the application of competency mapping and its linkages of various HR processes. It also discusses about competency model using framework to identify competencies required for job/role. The chapter also suggests various tools of competency assessment and competency development.

Chapter nine clears various doubts about competency assessment and mapping process. It includes various commonly asked questions on competency mapping, which helps readers to get more clarity on this topic as well as give better understanding about the entire competency mapping process. Chapter ten focuses on definitions of various managerial competencies. A list of thirty managerial competencies is highlighted and also definition of each one is well explained in this chapter. It also focuses on various competencies required at the top management level.

The last chapter of the book focuses on the will and skill mapping of the manual workers.

Overall this is one of the good books on competency mapping in Indian context. The rich content is backed by various examples of organizations operating in India. This generates interest in the reader till the last chapter. A must book for all those who would like to understand complex issues of competency mapping and its implementation.

The reviewer is an Associate Professor in the Institute of Management Technology, Ghaziabad.