Understanding Competency Mapping vs. Skill Matrix: What's the Real Difference?

What's the difference between competency mapping and skill matrix?

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Competency mapping involves identifying the specific competencies required for successful performance in a particular role or job. It focuses on behaviors, skills, knowledge, and abilities that employees need to possess to excel in their positions. On the other hand, a skill matrix is a tool used to assess and track the skill levels of employees across various roles or functions within an organization. It helps in identifying skill gaps, training needs, and succession planning.

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I hope this clarifies the distinction between competency mapping and a skill matrix. Let me know if you need further information or assistance.

Hi Meghana,

Skill Matrix is nothing but making a matrix of the skills required for a particular job and simultaneously rating each skill. An employee who is weak in a particular skill needs training.

Competency Mapping is the process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout various processes (e.g., job evaluation, training, recruitment) of the organization. To ensure we are on the same page, we define a competency as a behavior (e.g., 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. A sample PIQ that we use when conducting this step with our clients was provided to this client. The primary goal is to gather from the 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 was provided to this client. This was 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.

There is literature that will guide you on both topics.

Warm regards,

Umesh Chaudhary
welcomeumesh@yahoo.com