Competency Mapping Process at EcelonRitter Design & Engineering Consultancy
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Case Code: CLHR070 Case Length: 6 Pages Period: 2020 Pub Date: 2020 Teaching Note: Available |
Price: Rs.200 Organization : Self-owned Industry :Engineering & Construction/ Countries : India Subject: Human Resource Management |
Abstract
This case is about the competency mapping process at EcelonRitter Design & Engineering Consultancy (EDEC), a business vertical of one of the world’s leading steel manufacturing corporations. Shreya, a management intern at the company, had been given the task of setting up a competency mapping process for a newly created vertical of the company. She was also asked to identify if there was any competency gap and to suggest ways by which the gap could be filled. The case discusses the requirement of employees in the company, the dilemma over whether to recruit people for the new vertical from external sources or from among existing employees, how competency mapping can be used to solve the problem, and the consequence of not solving the problem. It also defines what competency mapping is and the steps required to create an effective competency mapping process and its benefits. It also discusses the challenges.
Issues
- To understand the competency mapping process and its significance.
- To understand how to put in place an effective competency mapping system.
- To understand the concept of gap analysis and training need analysis.
- To understand advantages and disadvantages of both external and internal recruitment.
Introduction
On February 2020, Shreya, an HR intern at EcelonRitter Design & Engineering Consultancy Private Limited (EcelonRitter), was tasked with putting in place a competency mapping process for a newly created vertical of the company. She found herself facing the task with mixed feelings of excitement, curiosity, and nervousness. Her prior education had made her conversant with different concepts in Management and Human Resource Management. However, now that she was getting an opportunity to apply these concepts, she felt a bit overwhelmed. The new vertical had been created to provide project management consultancy related services to the parent company and required resources with a very specific set of competencies. Identifying the existing resources in the company that possessed those competencies was the main objective. Shreya was also asked to identify if there was any competency gap and to suggest ways by which the gap could be filled...
Keywords
Competency mapping, Competency mapping process, Skill matrix, Gap analysis, Training need analysis, 360 Degree feedback, Behavioral competency, Technical Competency, Managerial competency, Competency levels, Competency dictionary, External recruitment, Internal recruitment, Job analysis, Job description
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