COMPETENCY ASSESSMENT – An Approach to Maximizing Potential and Unlocking Superior Performance

Competence is a standardized requirement for an individual to properly perform a specific job

. It encompasses a combination of knowledge, skills and behavior utilized to improve performance.

The competencies have five characteristics, namely:

Motives

Traits

Self Concept

Knowledge

Skill

Types of competencies

1. Organizational competencies unique factors that make an organization competitive

2. Job/Role competenciesthings an individual must demonstrate to be effective in a job, role, function, task, or duty, an organizational level,

or in the entire organization.

3. Personal competenciesaspects of an individual that imply a level of skill, achievement, or output

Human resources (HR) in any organization can be classified in to four categories using two simple yet effective criteria the ability to learn and the willingness to learn

Individuals who are high on both counts are the stars of the workplace - They need to be encouraged and rewarded.

Individuals who are low on both dimensions often may need to be retrenched in the interests of maintaining or improving organizational efficiency.

The in-betweens are those who are high on the ability to learn but low on willingness to learn who need to be re-trained; and those who are high on the willingness to learn but low on the ability to learn who need to be redeployed.

Hence to manage and to know the employees' competency level we need to assess them.

Levels of Competency

1. Practical competency - An employee's demonstrated ability to perform a set of tasks.

2. Foundational competence - An employee's demonstrated understanding of what and why he / she are doing.

3. Reflexive competence - An employee's ability to integrate actions with the understanding of the action so that he / she learn from those actions and adapts to the changes as and when they are required.

4. Applied competence - An employee's demonstrated ability to perform a set of tasks with understanding and reflexivity.

COMPETENCY ASSESSMENT

Competency assessment involves the measurement of an individual's competencies. Measures include

Cognitive ability tests,

Bio-data instruments,

Structured interviews,

Job knowledge tests,

Diagnostic and promotion tests, and

Why You May Want To Use COMPETENCY ASSESSMENT

Increased productivity

Enhanced diversity of candidates

COMPETENCY MAPPING

After assessment we need to create competency map.

Competency mapping is a process through which one assesses and determines one's strengths as an individual worker and in some cases, as part of an organization.

It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making.

The steps involved in competency mapping with an end result of job evaluation include the following:

1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ).

2) Using the results of the job analysis, you are ready to develop a competency based job description.

3) With the job description, you can make evaluation to identify in what competencies individuals need additional development or training.

Every Industry in India needs to understand the importance of competency mapping and should implement it. So that they will be able achieve their goal with highly diversified and productive employees

COMPETENCY ASSESSMENT An Approach to Maximizing Potential and Unlocking Superior Performance

By: Divya

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