Dear chrm'ites,

We have been considering implementation of competency mapping. However there are a few doubts that are crossing my mind in this regard and i was hoping that a focussed group such as this might help me in developing the idea further.

As per my understanding, the process starts with the listing of important competencies reqd. for a specific position by position interviewing questionaire (PIQ). This involves questioning the incumbent of the position in consideration about the different competencies required for carrying out that job successfully. Once that is done for each position, these competencies are used in the recruitment, performance appraisal and training and development. Apart from the PIQ, assessment centres and critical incident method are also used.

However, the doubts bothering me are:

- The PIQ method seems to be very subjective, particularly on two grounds. Firstly, with regards to the incumbent's understanding of the competencied required and secondly in context of his ability to clearly translate his understanding into a formal document. How does one ensure the objectivity in the process?

- This method also appears to be very time-consuming for its proper & effective implementation. Are there any proven work-arounds for a faster, yet effective implementation?

- I am led to believe that there are, typically, a set of 6-8 competencies for different positions in an organisation. However, the degree / weightage of importance of these competencies varies across levels. Are there any practical (and scientific) methods for deciding these weightages ?

I hope that a small discussion will be sparked off by this mail, and look forward to the learning that will follow - for me and hopefully, for the other interested members in this group as well.

Thanks & Regards,

Divya Kapoor