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.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• 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

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