ROLE OF COMPETENCY MAPPING IN PERFORMANCE MANAGEMENT WITH SPECIAL REFERENCE TO HIGHER EDUCATIONAL INSTITUTE IN SATNA (M.P.)

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ROLE OF COMPETENCY MAPPING IN PERFORMANCE MANAGEMENT WITH SPECIAL REFERENCE TO HIGHER

EDUCATIONAL INSTITUTE IN SATNA (M.P.) Kiran Chhabariya

Student of MBA at AKS University Satna (M.P.) ABSTRACT

This research work is based on role of Competency Mapping in Performance Management with special reference to Higher Educational Institute in Satna city. Competency Mapping is a tool widely used in organizations to enhance performance level of employees. Competency Mapping is a process that identifies the core competencies that are required to perform job in an organization in an efficient manner. The main purpose of conducting this research work is to analyse and identify the various tools and competencies required by employees at workplace. During the study primary data has been collected with the help of questionnaires and analysis has been done. It has been found that there is need of Competency Mapping at all levels of management in every organization for smooth functioning as well as achievement of organizational goals. Also the growth or success of organization can be measured with the help of Competency Mapping.

Keywords: Competency Mapping, Competency, Performance , Efficient, Organization.

I. INTRODUCTION

Human Resource Management (HRM) is an operation in companies practiced to maximize employee performance in order to meet the employer’s strategic goals and objectives. More precisely, HRM focuses on management of people within companies emphasizing on policies

& systems.

In this growing modern era where resources are becoming scarce in nature, there is need for business to use their resources in an efficient and effective manner. The various resources used are men, material, money, machine, manner etc. In order to attain goals, desired profits

2 | P a g e and to survive in the market, a firm is required to make optimum utilization of its resources.

As we know in any organization, Human Resources are the most precious and valuable resource without which no other resource can be efficiently utilized. So, it is the need of hour for every business to manage its resources without any wastage and mismatch with other resources.

In the present scenario, many new trends are being followed in competency mapping. A lot of resources are spent and consultants are invited to perform competency mapping.

Competency mapping is important and is an essential exercise. Every well managed firm should have well defined roles and list of competencies required to perform each role effectively

What is Competency?

Competency is an underlying characteristic required to perform a given task, activity or role can be considered as competency. Competency has the following forms:-

Competencies always include an Intent, which is the motive or trait force that causes action towards an outcome. Motive, trait and self-concept competencies predict skill behaviour actions, which in turn predict job performance outcomes.

Competency Mapping:-

Competency Mapping is used to identify key attributes (knowledge, skills and behaviour attributes) that are required to perform effectively in job classification or an identified

3 | P a g e process. An organization’s competency mapping process is designed to consistently measure and assess individual and group performance as it relates to the expectations of the organization and its customers.

When organizations recognize that people are truly their most valuable resource, then one of the roles they accept is helping employees manage their careers. Competency mapping is an important resource in this environment, and is an adjunct to knowledge management and other organizational initiatives.

Competency Mapping identifies an individual’s strengths & weakness. The aim is to enable the person to better understand himself or herself and to point out where career development effort need to be directed.

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Benefits of Competency Mapping:-

From the time of its evolution, competency mapping has become the need of the hour. This is become of the several benefits it offers, such as:-

 Increase employee’s self-awareness and aid in career management

 Identify new leaders and support organization in succession planning

 Assist in job evaluation

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 Develop a competent workforce by making recruitment & selection structured and objective.

 Provides scope for designing goal-directed training interventions

 Helps in performance management of employees, individual departments and overall organization.

(source:-www.competencydefinition.com) Performance management:-

Performance is the end- result of activities. The objectives that are dealt with such as profitability, market share & cost reduction are used to measure corporate performance and implement appropriate strategy. Performance Management is a process of ensuring that set of activities & outputs meets an organization’s goals in an effective and efficient manner.

Performance management can focus on the performance of an organization, a department, an employee or the processes taking place in order to manage a particular task.

II. OBJECTIVE OF THE STUDY

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III. REVIEW OF LITREATURE

R. Yuvraj(2011) has used competency mapping as a driving tool for Indian industries and has suggested that more emphasis should be laid on skill development of employees and has said that it is the most accurate means of identifying the various jobs in an organization.

Jimmy Kansal, Neeti Jain, Promod K. Satyawali, Ashwagosh Ganju(2012) have identified the role of competency mapping in knowledge based organizations. Also they have found in their study that competency mapping plays an important role in the individual career progression.

Mrs. R. Kamala Saranya(2013) has laid emphasis on the need of competency mapping for the career development of employees. Also she has founded in her study that there exist a relation between training and career development. According to her if adequate training is provided to employees then it results in better performance and organiztion growth.

R.Sugumari, S. Rupa (Alias) Andal(2014) has conducted an empirical study on competency mapping in special reference to Farida Classic Shoes Private Limited, Amur and have founded that competency mapping should be practiced frequently by management and training should be provided to employees to perform their job effectively.

Zulfiqar Murtaza(2015)has identified the various gaps in competency level that are present in employees working in tourism sector in the state of Jammu & Kashmir. Also he has suggested that the sector should focus on various competencies like soft skills, human relations, sales and marketing skills which will lead to growth of tourism sector and economy.

Deepti Sinha, Sachin Sinha, Kalpana Singh(2016) have analysed the role of competency mapping in the IT sector and concluded that competency mapping plays a vital role in IT

6 | P a g e sectors in global world because there are different types of jobs to be performed with the help of different competencies in IT sector.

Ms. Mallika Worlikar, Dr.Artee Aggrawal(2017) have conducted a review study of competency mapping and have concluded in their study that the organization should develop their own competency model based on their need and requirement. Also it has been founded that organization are subject to heavy losses if they are not allocating work properly to the staff.

Amudhayee N L, Divya P H (2018) have tried to found whether eligibility of college teachers influence their performance and have identified the various factors required by teachers to perform efficiently. Also he has concluded that there exists a strong relationship between competency mapping and their profession.

IV. RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. It consists of the various steps that are generally adopted by a researcher in studying research problem along with the logic behind it.

 Area of study:-

The study on role of Competency Mapping in Performance Management has been limited to Professors in Satna city only.

 Sample Size:-

Sample Size of 100 respondents was considered in study at the time of data collection.

 Sampling Techniques:-

The method of selecting a sample is of fundamental importance and depends upon the nature of data and investigation. While conducting the study Simple Random Sampling

technique was used to collect data from the respondents through questionnaires to ensure that each element in population gets an equal opportunity to be part of sample.

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 Data Collection:-

The task of data collection begins after a research problem has been defined and research design / plan chalked out. The present study is based on both primary and secondary data. The primary data are those which are collected afresh and for the first time. The secondary data , on the other hand are those which have been collected by someone else before. There are several methods of collecting primary data, particularly in surveys and descriptive researches.

Some important methods are described below:- (a) Observation Method

(b) Personal Interview (c) Telephonic Interview

(d) Collection of data through Questionnaires (e) Collection of data through Schedules.

 Data Analysis:-

The purpose of data analysis is to find out the required useful information from data collected and in present study we have analysed that Competency Mapping plays a vital role in Performance Management.

 Data Interpretation:-

Interpretation of data takes the results of analysis and is done to draw conclusions with the help of various tools like Tables, Graphical Representations, Visual Observations and Statistical Methods.

8 | P a g e V. ANALYSIS AND INTERPRETATION

Chart 1: Depicts the various competencies required to perform job.

Competencies

Knowledge skills and abilities Teamwork,Leadership &

Communication

Qualification, attitude and other

Table 2: Depicts the role of competencies in better performance.

FACTOR NUMBER OF

RESPONDENTS

(i) Agree 30

(ii) Strongly Agree 60

(iii) Disagree 10

(iv) Strongly Disagree -

(v) Neither agree nor disagree -

TOTAL 100

Graph 3: Depicts the various tools that help in Competency Mapping.

9 | P a g e VI. FINDINGS

* The majority of respondents belong to age group 30-45 years with 70% follow by the age group of 25-30 years with 20% and remaining 10% belong to the age group of 45 and above years.

* The majority of respondents are aware about Competency Mapping with 70% follow by those who are somewhat familiar with 20% while 10% are not aware about Competency Mapping.

*There are 70 respondents out of 100 who possess knowledge, skill and abilities as their competency follow by 20 respondents who consider teamwork, leadership and communication skill as their competency while remaining 10 respondents consider qualification, attitude and other as their competency.

*There are 60 respondents out of 100 who strongly agree that competencies help in better performance of job, follow by 30 who agree and remaining 10 who disagree with the statement.

*The majority of respondents consider knowledge, skill and abilities as their strength with 50% follow by 20% who consider teamwork and communication skill as their strength and remaining 30% consider problem solving and decision making as their strength.

*Out of 100 respondents 50 consider problem solving and decision making as their weakness follow by 10 respondents who consider teamwork and leadership as their weakness while remaining 40 consider other skills like emotional outlook and marketing skill as their weakness.

* The 50% of respondents measure the role of competency between 50-75% while remaining 50% measure the role of competency as 100% in Performance Management.

* There are 50 respondents who think Training & Development as a tool helpful in competency mapping follow by 25 respondents who consider Rewards & Recognition as a tool and remaining 25 respondents consider Performance Feedback as an effective tool for efficient performance.

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*The majority of respondents with 90% agree that competency mapping leads to efficient performance follow by 10% who disagree with the statement.

*Out of 100 respondents 80 think that competency mapping leads to organization growth and remaining 20 think that it is not related to organization growth.

VII. SUGGESTION

 Organizations must implement competency mapping at all levels of management for better performance.

 Adequate Training & Development programme should be designed to increase the efficiency of employees.

 Time to time Feedback of employees’ performance should be done.

 Employees should be motivated to enhance their competency level to perform their roles and responsibilities effectively.

VIII. LIMITATION

 Time of study is limited to one month only.

 Size of sample is limited to only 100 respondents.

 The area of study is limited to Satna city only.

 The present study focuses mainly on employees working at educational institutes only.

IX. CONCLUSION

The success of any organization depends mainly on its human resources. Of all the resources like material, money, machine and method, Human Resources are considered to be most precious resource above all. So it is foremost responsibility of business organizations to utilise its manpower productively. It has been found that due to various factors and limitations human resources are not utilised properly. Competency Mapping plays a vital role in Performance Management. It can be used as a strategic tool to enhance the expertise of people working at workplace.

11 | P a g e The present study focuses on competency mapping and identifies the role of competency mapping in growth of organization. It has been found through entire study that there exists a positive relationship between Competency Mapping and Performance Management. With the help of this tool, employees are able to identify their key competencies and also various measures are provided with the help of which their competency level can be enhanced, which results in overall growth of organization.

X. BIBLIOGRAPHY Books:-

[1] Human Resources Management Text and Cases; 2^nd edition; VSP Rao; Excel Publication [2] Strategic Management: Indian context by S. Srinivasan (PHI)

[3] Strategic Human Resource Management and Development by Richard Regis; Excel Publication

[4] Kothari C R – Research Methodology Methods & Techniques (New Age International Publishers)

Retrieved From:- 1. www.researchgate.net 2. https://strategichrinc.com/

3. https://m.economictimes.com/

4. https://www.coursehero.com/