INTRODUCTION
Employees today are the most important and biggest asset of any organization. This is because employees are the people responsible behind the running of the organization and helping the management in securing a position in the business market. Therefore, keeping the employee satisfied and focused is the aim of any organization to fulfill their objective as well as satisfying the customer requirements.
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. Competency mapping also used to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work.
The value of competency mapping and identifying emotional strengths is that many employers now purposefully screen employees to hire people with specific competencies. They may need to hire someone who can be an effective time leader or who has demonstrated great active listening skills. Alternately, they may need someone who enjoys taking initiative or someone who is very good at taking direction. When individuals must seek new jobs, knowing one’s competencies can give one a competitive edge in the job market.
The study was carried out at MSquared software and services, technopark Trivandrum. People are the key components of any company’s ability to execute its strategies and achieve its goals. Companies who are able to better engage their people can deliver better business performance and returns to shareholders. The competency mapping can help the organization and the other management executives to understand that their employees are effectively engaged in their work according to their individual competency. The competency mapping research is conducted to determine how the employees and the executive management can be effectively engaged in there work


according to their individual competencies. It also helps to determine the driving force that can help the organization to sustain growth and improve it.
STATEMENT OF THE PROBLEM
Competency Mapping is excessively used in the organization to determine the crucial elements and activities. The basic reasons due to which the mapping of the competencies is done are as follows:
 Key performance areas can be improved by understanding the fields where there is a gap between the actual and the desired results.

 If the competencies are determined for the given job, then the person whose career panning phase is taking place can consider those competencies and can be ready for the same.

 Through competency mapping, the individual is preparing himself for the next set of responsibilities.

 With the help of the competency mapping the individual can alter the style of work where the gap exists.

 By overcoming the differences in the desired level and the actual status of performance the individual can feel the increase in the self confidence and the motivation level.
 Competency mapping leads the individual to understand the actual position and the gap from the desired status of work.
 Once the competencies are determined, proper training can be provided to the individuals to work more efficiently on the processes.


CONCEPT OF COMPETENCY MAPPINGPersonal Competence
Personal competences are those behaviors, attitudes and core personality characteristics that contribute to person’s ability to manage projects.1
Knowledge Competence
Knowledge competency refers to the practical or theoretical understanding of a subject. 2
Job Related Competence
Job competency relates to the demonstration of various skills, aptitudes, and performance levels as they are related to a specific position or job within a company. 3
Interpersonal Competence
Interpersonal competency is one’s ability to cope up effectively with interpersonal relationships.4
Definitions
Competencies
“Competencies are generic knowledge motive, trait, social role or a skill of a person linked to superior performance on the job”5 -Hayes (1979)

“Competencies are personal characteristics that contribute to the effective managerial performance” 6 –Albanese (1989)


REVIEW OF THE LITERATURE In today’s competitive market, companies are aware that their workforce must be properly trained and fully competent over a range of tasks within any given work discipline. Competency mapping is a process through which one assesses and determines one’s strengths as an individual worker and 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. Competency mapping are used to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work.

The value of competency mapping and identifying emotional strengths is that many employers now purposefully screen employees to hire people with specific competencies. They may need to hire someone who can be an effective time leader or who has demonstrated great active listening skills. Alternately, they may need someone who enjoys taking initiative or someone who is very good at taking direction. When individuals must seek new jobs, knowing one’s competencies can give one a competitive edge in the job market.

COMPETENCY Vs COMPETENCE
• Competency
A person –related concept that refers to the dimensions of behaviour lying behind competent performer. 1
• Competence
A work-related concept that refers to the area of work at which the person is competent.2

COMPETENCY MAPPING
Competency mapping is a process of identifying key competencies for a particular position in an organization, and then using it for job evaluation, recruitment training and development, performance management, succession planning etc.

The main points are:-
 Strategy structure congruence
 Structure role congruence
 Vertical and horizontal role congruence
 Ensure non repetitive task in two different roles.
 Ensure core competencies for each task.
 Link all the above and position to bring in competitive advantage.

Competency mapping can ultimately serve the individual who decides to seek employment in an environment where he or she perhaps can learn new things and be more intellectually challenged. Competency also means the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual’s behavior.














COMPETENCIES APPLICATION

Competency Framework
Define the competency requirement that cover all the key jobs in an organization. These consist of generic competencies. 4
Competency Map
Describe the different aspects of competent behavior in an occupation against competency dimensions such as strategic capability, resource management and quality. 5
Competency Profile
A set of competencies that are require to perform a specified role. 6

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