Competency Mapping and Its Impact on Talent Acquisition and Retention in OD intervention

Abstract

This research investigates the role of competency mapping in enhancing talent acquisition and retention within the framework of Organizational Development (OD) interventions. Competency mapping, a strategic HR tool, involves identifying and developing the skills and behaviours required for specific roles within an organization. This study explores how effective competency mapping can align with organizational goals to improve recruitment processes and employee retention rates. The research utilizes a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather comprehensive data from HR professionals and employees across various industries. The key findings reveal that organizations implementing competency mapping reported a significant reduction in time-to-hire and an improvement in the quality of candidates selected. Additionally, competency mapping facilitated better matching of candidates’ skills and job requirements, leading to higher job satisfaction and performance levels. Companies using competency mapping experienced lower employee turnover rates, attributed to a better alignment between employees' competencies and job roles. Moreover, competency mapping contributed to more effective OD interventions by providing clear benchmarks for employee development and progression. The findings underscore the critical role of competency mapping in modern HR practices. By enhancing talent acquisition and retention, competency mapping not only improves organizational efficiency but also contributes to long-term strategic goals. For HR practitioners, the study provides a compelling case for integrating competency mapping into their recruitment and development processes. Additionally, the positive impact on employee satisfaction and retention highlights its potential as a tool for fostering a more engaged and productive workforce. This research offers valuable insights for organizations looking to refine their OD interventions and create a sustainable competitive advantage through strategic human resource management.