Are Competency Mapping and Training Needs Analysis the Same Thing? Let's Discuss!

Hi all, I am a little bit confused about the difference between Competency Mapping and Training Needs Analysis. Normally, we identify the training needs (Technical and Non-Technical) by conducting TNA. Similarly, we conduct Competency GAP Analysis. We map present competencies with desired competencies and find the gaps; accordingly, we arrange the training.

Question: Are Competency Mapping and Training Needs Analysis Similar?

So, my question is whether these two things are similar?

Regards, Rahul Vaidya

The Simplicity of Identifying Learning Needs

Any exercise that aims at mapping competencies of other people, identifying ideal competency levels, and identifying gaps is a bogus one. I wonder why it has become endemic to universal corporate culture to hide behind glossy terms that seem to make life look all complicated.

I like to keep it simple. You just want to know what your organization's employees want to learn about. That's it. A simple email or filling out a form on a company intranet does the job.

Competency mapping is a process through which one assesses and determines one's strengths as an individual worker and, in some cases, as part of an organization. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making. Large organizations frequently employ some form of competency mapping to understand how to most effectively employ the competencies of workers' strengths. They may also use competency mapping to analyze the combination of strengths in different workers to produce the most effective teams and the highest quality work.

Competency mapping can also be done for contract or freelance workers, or for those seeking employment to emphasize the specific skills that would make them valuable to a potential employer. These kinds of skills can be determined, when one is ready to do the work, by using numerous books on the subject. One of the most popular ones is "Now, Discover Your Strengths" by Marcus Buckingham and Donald Clifton, initially published in 2001.

Buckingham and Clifton's book, and others like it, practice competency mapping through testing, having the person sift through past work experiences, and analyzing learning types. However, the disadvantage of using a book alone is that most people may have a few blind spots when they analyze their own competency. Their perception of how others react to them may not be accurate.

Training Needs Analysis (TNA)

Regarding the TNA, of course, you know that it will be for finding the needs of training for an organization according to:

- Task Analysis
- Need Analysis
- Man Analysis

Best regards,

Ahmad Shah Hussain Nejati (Mr)

Understanding Competency Mapping and Training Needs Analysis

Competency mapping is a process that helps in identifying the gaps between the expected competencies and the current competencies of individuals within an organization. By conducting competency mapping, organizations can determine the areas where employees need further training and development to meet the expected standards.

Once the gaps are identified, a training needs analysis (TNA) is performed to design and implement the necessary training programs to bridge these gaps effectively. TNA is crucial for aligning the skills and competencies of employees with the strategic goals of the organization.

In conclusion, competency mapping and TNA are essential tools for organizations to enhance the skills and performance of their workforce, ultimately contributing to the overall success of the business.

While I don't want to fully subscribe to the view of my fellow Citrhrian, Sri Satyaish, what he says makes little sense. However, I would like to go with Ahmad Shah Hussain Nejati (Mr), who sounds practical and optimistic. In fact, Mr. Nejati has put things correctly into perspective. Assessing competencies in an employee 100% accurately may not be possible, but at least we can get as close to 100% as possible. We have to start from somewhere, and any fair and impartial assessment of an individual employee's competencies is most welcome.

Training Needs Analysis and Competency Gaps

The Training Needs Analysis (TNA), along with the gaps in an employee's competencies, taken together, can lead us to a fair conclusion. If we are sincere and outline an appropriate training program, we can achieve a fair amount of success. Information on how training should be conducted and the qualities of a professional trainer can be found in the wonderful books of Mr. Udai Pareek, who has conducted original research on training effectiveness in Indian conditions. Members can access Mr. Udai Pareek's books and read them with profit.

Regards,
M.J. SUBRAMANYAM, BANGALORE

I am a certified performance and competence developer. Does your company have a competence dictionary in place? I need to know your knowledge levels before helping. The question you have asked has its answer elsewhere: while making a standard position description, focus on "must-haves" rather than "good-to-haves."

The Importance of "Must-Haves" in Position Descriptions

The right person to do the job well would be the one already doing the job well. However, such a person may not have a long tenure in the company—compensation would be high, and motivation could be low. This is where "must-haves" in a Standard Position Description (SPD) come in. We hire people based on must-haves, then train them to match our needs. Period.

Regards

Have you read the adage "people promote themselves to levels of incompetence" by Peter Drucker? Check employment advertisements of leading players. This is the biggest problem plaguing companies that believe in promotion based on the number of years of service. Competence mapping is meant to solve the above crisis, not increase it further. Refer to ISO 100015. 88% of trainings fail because TNA is not done correctly for every position. Secondly, it says do not spend a minute or penny on training unless its results can be measured tangibly.