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.

Source: <link updated to site home>
Posted 15th June 2004 From India, Gurgaon
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
Posted 12th August 2008 From India, Secunderabad
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
Posted 10th October 2008 From India, Bangalore
I think, we (those that post queries) should do some work for ourselves by searching using Google. For example, I found this site for a good definition
What is Competency Mapping?

Have a nice day.


Posted 19th October 2008 From United Kingdom
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.......
Posted 4th February 2009 From India, Madras
Please search CiteHr, if you have not done. Also, please try and give as much detail as you can about the scenario for which you want the questionnaire and what's the questionnaire for, etc.

Posted 29th April 2009 From United Kingdom
Sreeni, Please go to this link. Regards, Shijit.
Posted 29th April 2009 From India, Kochi
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....

Posted 8th May 2009 From India, New Delhi
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
Posted 8th May 2009 From India, Mumbai
Attached Files
Shared By Cite.Community Member "Amith BG" For Public Download
File Type: doc Competency Chart.doc (71.0 KB, 2517 views)
Hello Kanika,

Just as I searched, if you also search the web using Google you will find the answer for your question. As a retired academic, that's what I have to do. I have no first-hand experience of implementing it.


Posted 8th May 2009 From United Kingdom
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
Posted 21st May 2009 From India, Indore
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
Posted 30th August 2009 From India, Gurgaon
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
Posted 31st August 2009 From India, Madras
Mapping Process:
First stage of mapping requires understanding the vision and mission of the organization.

Second stage requires understanding from the superior performers the behavioural as well as the functional aspects required to perform job effectively.

• Tool for the first and second stage: BEI/ Structured Interview

Third stage involves thorough study of the BEI Reports/ Structured Interview Reports
a) Identification of the competency based on competency frame work
b) Measurement of competency
c) Required levels of competency for each job family
d) Development of dictionary which involves detail description of the competency based on the indicators. Care should be taken that the indicators should be measurable and gives objective judgment.

Fourth Stage requires preparation for assessment.
a) Methods of assessment can be either through assessment centres or 360 Degree Feedback
b) If assessment centre is the choice for assessment then tools has to be ready beforehand
i. Tools should objectively measure the entire competency required.
ii. Determine the type of the tools for measuring competency
iii. Prepare the schedule for assessment
iv. Training to the assessor should indicate their thorough understanding of the competencies and the tools and also as to how the behaviour has to be documented.

Fifth Stage involves conducting assessment centre. Usually it is a two day program which would involve giving a brief feedback to the participant about the competencies that has been assessed and where they stands to.

Sixth stage involves detailed report of the competencies assessed and also the development plan for the developmental areas.

Good day.
Posted 23rd February 2010 From India, Kochi
Thanks for the is really useful, and give us a clear picture of what exactly we are supposed to do right from the scratch for competency mapping...
Posted 24th March 2010 From India, Mumbai
Dear Moderator,

I had a confusion in understanding the crisp meaning of "competency",some of the hr folks with backgrounds of KPMG,PWC says that competency is skills,attitude & knowledge.
But if I consider your comment its more a behaviour.
PLz explain,do these senior guys require a skill set polish.. :)
Posted 5th May 2010 From India, Delhi
You can see my presentation on this subject here

Competency Mapping Ppt Presentation

T Sivasankaran
Posted 2nd June 2010 From India, Chennai
Dear Shijit, Thanks for explanation on competency mapping process. Regards Dev
Posted 16th January 2015 From India, Ludhiana


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