Competency Mapping - 360 Degree
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Competency Mapping - 360 Degree

CHR Started The Discussion:

Competency Mapping is a process of identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability.

The steps involved in competency mapping with an end result of job evaluation include the following:

1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.

2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.

3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.

4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.


kranthia - Member Since: Jun 2007
Thanks doe sharing info, Can you give one example of competency mapping taking a position let say Manager HR.

I know the competency mapping would differ from company to company as the competency mapping is done based on Organisation need at the large.

Hope to get one such example.

Thanks & Regards,
Kranthi Kumar ASV

vgnair - Member Since: Oct 2008
Competency Mapping to be done very intellegently in an industrial enviornment without giving dissatisfaction and a negative impact to workforce.
It also involves by assessing the emotional intelligence and emotional quotient of
the individual and assessing their current skills

tanny_2009 - Member Since: Jan 2009
Originally Posted by rosita_gems View Post
Thanks for ur descriptive notes on competency mapping.
hai this is sangeeta iam curently doing my project on competency mapping in mafoi consultancy,chennai.. My topic is on competency mapping... can i get some notes based on this topic plz.. it would be a great help to me... thanking u... its urgent plz.......

shijit - Member Since: Jul 2007
Sreeni, Please go to this link. Regards, Shijit.

kanika.chadha - Member Since: Nov 2007
Hi Simhan

The article surely was very good and gives knowledgeable info on Competency Mapping. However, I would also like to know if there is any method/practice/form/procedure to design and implement Comp mapping?

How is it practiced in companies, if few examplescan be given....


Amith BG - Member Since: Sep 2007
Hi, I have attached a sample Competency chart i have created to map the various behavioural attributes of employees at the Junior (Exec/ Assc) level. Requets your valuable comments. Regards Amith

Attached FilesProvided by community member Amith BG. Join us to learn and grow with your peers.
File Type: doc Competency Chart.doc (71.0 KB, 918 views)
shilpa chauhan - Member Since: Jun 2008
Dear Freinds,
I have to prepare the job description for Hr manager with emphasis on human resource development & employee engagement in my company. Can anyone please help me & provide me some guidelines? my email-id is [HTML][].

Shilpa Chauhan

surabhishanu - Member Since: Aug 2009
hii this is Surabhi
Competency-Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes (more historically called “KSA’s”) that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual’s behavior.
Competencies in organizations tend to fall into two broad categories:
- Personal Functioning Competencies. These competencies include broad success factors not tied to a specific work function or industry (often focusing on leadership or emotional intelligence behaviors).
- Functional/Technical Competencies. These competencies include specific success factors within a given work function or industry.
Three other definitions are needed:
• Competency Map. A competency map is a list of an individual’s competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan.
• Competency Mapping. Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.
• Top Competencies. Top competencies are the vital few competencies (four to seven, on average) that are the most important to an individual in their ongoing career management process. “Importance to the individual” is an intuitive decision based on a combination of three factors: past demonstrated excellence in using the competency, inner passion for using the competency, and the current or likely future demand for the competency in the individual’s current position or targeted career field.
Why Should Individual Employees Map Their Competencies?
A list of compelling reasons includes, at a minimum, the following. An individual:
• Gains a clearer sense of true marketability in today’s job market; once the individual knows how his/her competencies compare to those that are asked for by the job market in key positions of interest.
• Projects an appearance as a “cutting-edge” and well-prepared candidate, who has taken the time to learn about competencies, investigate those in demand, and map his/her own competencies prior to interviewing.
• Demonstrates self-confidence that comes from knowing one’s competitive advantages more convincingly, and from being able to articulate those advantages in specific language.
• Secures essential input to resume development - a set of important terms to use in describing expertise derived from prior career experience.
• Gains advanced preparation for interviews, many of which may be delivered using a competency-based approach called “structured behavioral interviewing” or “behavioral event interviewing.” (See the section below titled “How Does Competency-Based Interviewing
and Selection Work?”)
• Develops the capability to compare one’s actual competencies to an organization

Competencies are becoming a frequently-used and written-about vehicle for organizational applications such as:
• Defining the factors for success in jobs (i.e., work) and work roles within the organization
• Assessing the current performance and future development needs of persons holding jobs and roles
• Mapping succession possibilities for employees within the organization
• Assigning compensation grades and levels to particular jobs and roles
• Selecting applicants for open positions, using competency

Supriya Namachivayam - Member Since: Aug 2009
I have planned do project in Competency Mapping in a leading Telecom industry. Will the following objective is correct. If not kindly give me suggestion.

Developing the competence level is in high demand in today’s society and therefore many companies have chosen to give provide its’ staff adequate opportunities to utilize their skillsets. In theory the basic hypothesis states that knowledge and competence within the workforce will be the key drivers to success in the future rather thanapart from the financial and other resources. It is important for every Organization to recruit Competent employees, aim at further development of their knowledge and competence and also take all measures to retain them with a two folded objective i.e.both for the growth of the individual and the organization.
Competence is a standardized requirement for an individual to properly perform a specific job with perfection and effectiveness. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More gGenerally, competence is the state or quality of being adequately or well qualified, having the ability to perform a specific role in an effective manner.
The Purpose of this Project is to ,
 Identify whether the Employees in the Organization are Competent employees in basis of their,
 Education
 Skills
 Knowledge
 Experience

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