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Journal: International Journal of Human Resource Management and Research (IJHRMR) (Vol.7, No. 1)

Publication Date:

Authors : ; ;

Page : 11-28

Keywords : (Competency Mapping; Psychometric Tests; Succession Planning; Recruitment; Battery of Assessment; Psychometric Analysis);

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In the present-day business world, characterized by rapid and dramatic change, the attainment of competence has become a vital component of individual, organizational and national strategies. Every industry is trying to achieve high efficiency and effectiveness in order to survive in the competitive market. They try desperately to bring about a change in their system. Skill and competency are key factors for improving the performance and efficiency of their operations. Competency mapping, thus, is becoming important catchword for any business aiming at revamping themselves to the present competitive environment. It is becoming very common technique day by day and many companies are showing keen interest in using this to improve their human resource efficiency. This paper reviews the implications of competency mapping by different methods of assessments like 360 degree appraisal, psychometric assessment, role plays, assessment centers etc used by organizations to achieve high performance and puts forth the significance of using psychometric tools for competency mapping. Though these methods for competency mapping have many advantages but the battery of psychometric assessments gives an individual huge scope to assess self as it invites less subjectivity and biasness in the process. Psychometric tools helps to bring out the inherent talents of individuals, lays emphasis in nurturing those potentials and influence of environmental factors upon them in shaping up their behaviour. As the concept of competency mapping is not only limited to the skills of an individual but also in understanding the attitudes, traits and motives, the use of scientific tool for assessments in mapping the same will bring about desired results in areas of recruitment, performance appraisal, coaching, training and development, rewards and recognition, succession planning, leadership development and so on. To make the process of competency mapping more methodical, systemic, logical and acceptable there is a need to use psychometric tools which can add value to the overall process of mapping employees' competencies.

Last modified: 2017-04-13 19:21:53