Competency mapping identifies an individual’s strengths and weaknesses. The aim is to enable the person to better understand his /her capability compared to international-standards and to point out where career development efforts need to be directed.
Competencies are derived from specific job families within the organization and are often grouped around categories such as strategy, relationships, innovation, leadership, risk-taking, decision-making, emotional intelligence, etc.
So far as the way to go about for competency mapping is concerned, the first step is job analysis, where the company needs to list core competency requirements for the job concerned. The next step should be development of a competency scale for the job on the parameters previously identified.
The actual mapping of employees can be a self-done exercise or done by others like superiors. It can also be done by using the 360-degree method where peers, first reports and customers also rate the employee.
Our programs are designed to achieve the following goals,
I. Assist geoscientists and petroleum engineers
II. Build a competency map for each individual
III. Discuss the competencies with the managers and team leaders
IV. Design a full business development plan for each individual
V. Coach and mentor them
III. Melita Gas