Hey..need Help(competency Mapping) - CiteHR
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Geetika Arora
Executive Talent Development
Manager - Hr
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hey, im in my 3rs sem(mba)..i need information on competency mapping...plz plz if u have ne info do mail me at mansi_17@rediffmail.com thank u so much, cheers, mansi
Hello Mansi, Sending you some basic information regarding competency mapping. I suggest you read some more on this subject to gain a better insight.

Competency mapping is a process of identifying key competencies for a particular position in an organisation, and then using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc. The competency framework serves as the bedrock for all HR applications. As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results. The competency movement has caught on much better in the non-IT sector than the IT sector.

Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. 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-based interviewing techniques.

Competencies in organizations tend to fall into two broad categories:

1. 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).

2.Functional/Technical Competencies. These competencies include specific success factors within a given work function or industry.

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 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 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.

Although the definition above for “competency mapping” refers to individual employees, organizations also “map” competencies, but from a different perspective. Organizations describe, or map, competencies using one or more of the following four strategies:

1. Organization-Wide (often called “core competencies” or those required for organization success)

2. Job Family or Business Unit Competency Sets

3. Position-Specific Competency Sets

4. Competency Sets Defined Relative to the Level of Employee Contribution (i.e. Individual Contributor, Manager, or Organizational Leader)

An illustration of some competency factors in a few chosen areas are as follows:



Desire to achieve results


Strength of ambition


Concern with remuneration


Need for recognition


Need for independence



Willingness to lead from the front


Willingness to delegate


Willingness to coach others


Desire to have authority


Speed of decision making


Willingness to persuade others



Willingness to set goals


Preference for analytical thinking


Need to plan and be pro-active


Desire to be innovative and flexible



Willingness to address conflict


Willingness to be verbally competitive


Desire to collaborate with others


Willingness to compromise



Need to get along with others


Workplace extraversion/introversion


Need for workplace friendships


Desire to belong in a team



Resistance to stress


Sensitive to the needs of others


Willingness to accept responsibility


Need for job security



Values helping others


Values trust and openness


Values loyalty


Desire to conform

Competency mapping can play a significant role in recruiting and retaining people as it gives a more accurate analysis of the job requirements, the candidate's capability, of the difference between the two, and the development and training needs to bridge the gaps.

As far as meeting an individual's career aspirations are concerned, once the organisation gives an employee the perspective of what is required from him to reach a particular position, it drives him to develop the competencies for the same. Competencies enable individuals to identify and articulate what they offer so that their organisation (current or future) can see, value and utilise what capability is actually available.

competency mapping helps identify the success criteria (i.e. behavioural standards of performance excellence) required for individuals to be successful in their roles. It helps to:

•Support specific and objective assessment of their strengths, and specify targeted areas for professional development.

•Provide development tools and methods for enhancing their skills.

•Provide the basis for a more objective dialogue with their manager or team about performance, development, and career-related issues.

If an individual is able to discuss the above with his manager, it will help him to chalk out his growth perspectives in the company.

Competency mapping demonstrates what type of knowledge and skills are required and/or found within the human capital of the organization. An organization could use these personal competency maps to build a 'yellow pages' directory, match people to jobs or positions or determine what training programs are needed to fill skill gaps.

best wishes,


Hi Mansi You can even try Competancy Mapping by Richardson V J. A very useful source. Competancy Mapping illustrated in a step by step manner All the very best Ram Ram
Wanted to know what are HR areas where we can use competence management?
The main and first most is Training need requirements? where else we can use the competence management?
Please let me know!!
Thanks !

Dear Professional colleagues
We run Govt. Accredited Certifications in HR Subjects like Competency Mapping, Psychometric Testing, Industrial Psychology, OB and HRD, Performance Management, Compensation & Benefits, Recruitment and more.... Those interested please post your mail id and contact number so that we can send the details and contact you for latest schemes. You can even drop a test mail with your mobile number at
Thanks in advance…
Warmest Regards

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