Competency Mapping: Conceptual Underpinnings for Recruitment and Selection
| Author | Krishna Reddy,G. Sreenivas Reddy |
| Published date | 01 July 2012 |
| Date | 01 July 2012 |
| DOI | http://doi.org/10.1177/0019556120120317 |
| Subject Matter | Article |
C01\1PETENCY MAPPING: CONCEPTUAL UNDER-
PINNINGS
FOR
RECRUITMENT AND SELECTION
G SREENIVAS REDDY AND R. KRISHNA REDDY
Competency mapping, competency framework, competency
model and competency approach are concepts that have a
general semantic commonality. They have gained wide
circulation
in
recent times
in
Business Management and
to
a lesser degree in Public Management. The scope
of
this
article
is
confined
to
articulate
the
conceptual
underpinnings
and
practical import
of
these phrases to
recruitment and selection. The reason
for
doing so is to
state their content, relevance and importance which are
not so well and readily recognised.
WHAT
IS
COMPETENCY?
COMPETENCY
IS
one
of
the most diffuse terms
in
the management literature
as there
is
a lot
of
confusion surrounding this term (Biswas,
2011:
116).
It
refers to any underlying characteristic required for performing a task, activity
or role successfully.
It
is
that
characteristic which ensures superior
or
outstanding performance.
It
is the ability to do a job properly. Some people
use the term competency as a general description
of
the requirements
of
human resource in organisations. Others see it as a combination
of
knowledge, skill and behaviour used to improve performance. For some
others it is the state or quality
of
being adequately or well qualified, having
the ability to perform a specific role.
It
is sometimes thought
of
as being
shown in action in a situation and context that might be different the next
time a person has to act. Competency is also referred to as an attribute that
signifies knowledge, skills, attitudes that ensure success.
It
is the sum total
,
of
underlying characteristics
of
a person that lead to or cause superior
performance.
There are four general areas
of
competency and they are: (i) meaning
competency,
(ii)
relation competency,
(iii)
learning competency, and
(iv)
change competency.
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