Today I was reading article on how to do Competency mapping, It is very interesting to find that it is mutli dimensional matrix. For example you can have competency mapping done for the grade and role. Let us consider a scenarion as individual you will have grade but not necessarily perform the same responsibility in the project you are allocated all the time. Because when allocation is done it is based on project requirement, people avalability and suitability of individual profile. Question is how do we address the scenario where an individual is mapped to role which is lower than the grade because of project requiremet or organizational requirement?
In my opinion these scenarios to be avoided as much as possible, in case of un avoidable circumstances define competency mapping which has primary as per role assigned in the project and secondary as per grade. Provide factors to these definately higher to role Vs grade and use this for gap analysis and training or self development recommendations.
Interested to know few of the thoughts on this or how you have handled this situation?
In my opinion these scenarios to be avoided as much as possible, in case of un avoidable circumstances define competency mapping which has primary as per role assigned in the project and secondary as per grade. Provide factors to these definately higher to role Vs grade and use this for gap analysis and training or self development recommendations.
Interested to know few of the thoughts on this or how you have handled this situation?
personal experience...grade/role based competency mapping works (or can be worked out) in product-based firm, its tough with services. In services, it would be better to map to roles than grades...this way, we can look at gaps (+ or -) before and after the role period.
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