Competency map: what is it and how important is it?
Nov 12, 2019 21:05
An indispensable management practice for structuring effective corporate teams is the use of the competency map. By considering the study of important personality traits, competency mapping makes it possible to know the profile of professionals in a more complete and detailed manner. Thus, this skill allows to determine more precisely which job function each professional is most inclined to. To understand the procedure, let's define the concept of competence and understand what are the elements that compose skills mapping. Check out!
What is competence?
According to management theorists, competence is an integrated system of three fundamental elements (Knowledge, Skills and Attitudes) that result in a characteristic work performance.
It is a worldview, built on a set of personal and professional experiences, that guides employee actions based on previously successful behaviors.
- Tacit Knowledge: It is the nuances that determine how each interacts with colleagues and how they achieve their individual goals during work activities. Of difficult verbalization or documentation, its transmission is ineffective;
- Explicit knowledge: It is the knowledge acquired through formal studies that allows creating manuals, procedures, business policies and business strategies.
Knowledge is represented in professional experiences combined with academic background as well as exchange experiences.
They express the conditions for the professional to perform a task based on specific knowledge. They can be classified into two types:
- Technical skills: Refers to the ability to revert to a company's equity assets (software, machines or tools) through the efficient use of these resources. Hard skills are often represented in the curriculum by certifications and extracurricular courses;
- Human skills: Also called soft skills, they have the necessary knowledge for the proper interaction of the employee in the business environment. While there are many examples, dealing with emotions, communicating properly, and working as a team are the most commonly assessed requirements in recruitment dynamics.
They are feelings favorable or unfavorable to people, objects or ideas. During everyday events, the individual is predisposed to act or react in a manner consistent with the inner feeling he or she has for that social interaction.
Prejudice, for example, is an unfavorable feeling, usually based on derogatory stereotypes or misconceptions, that may be directed not only at people, but at professions, organizations, customers, and even suppliers. Acting with ethics represents the opposite of antisocial practices, as it means being inclined to respect the professional environment and the norms and laws of society. They can be identified in the curriculum by participating in volunteer work, social causes, recreational clubs or associations.
How to identify competencies
During the professional evaluation, in addition to the curricular verification, it is possible to identify competences by performing tests and recruitment dynamics. At the other end, it is very important to know the entire process of the production chain so that no relevant information is lost for the mapping of job competencies. According to this information, it is possible, for example, to know the level of knowledge to be required of candidates and, consequently, to estimate the salary range and expected labor costs for filling a vacancy.
What is competency management
Secondly, by creating productivity indicators, it is possible to track corporate strategic metrics and compare them with the numbers produced by each employee. The structured study of competencies as a function of productivity metrics is called competency management. This methodology allows the manager to monitor, through the analysis of indicators, the evolution of employees from the perspective of the competency matrices defined for each function.
Management by competencies is a continuous process of operational improvement that has as its raw material the systematic knowledge of the accomplishment of work activities according to the knowledge, skills and attitudes of each employee in relation to his or her job.
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