Hi,
Competency mapping is a process of identifying strengths of an employee individually or/and as part of an organization. This is to analyze the combination of strengths in individual employees with the intention to build the most efficient teams and to produce quality products/services. It is advisable to go for a whole approach. If we can map knowledge, skills and behavior of employees against a particular job, evaluating employee/team/unit performance, training needs assessment, mentoring etc would be easy and more transparent. So my recommendation is to plan for a complete profile maping. Initially, this would require lot of patience and quality time from HR, Line Managers, Corporate Team etc. but over a period of time this will become a routine affair and HR will become more strategic than employee administrator or grievance handler.
Some of the key tasks would be
1. Define Job profile for all the existing positions
2. Collect required data from existing employees
3. Process the collected data and store it properly for analysis ( better to do this in your HR Management System)
3. Map employee profile and standard job profiles and find the GAP ( if possible request your software vendor to do a custom module for this)
4. Prepare performance management process including training, incentives and corrective action
5. Evaluate performance model at least once in a year
6. Extract job profile for new hires from profile inventory only
7. For new positions, perform a job study and prepare a complete job profile before initiating resume sourcing
Before implementing profile maping, please prepare a process document and get the feedback from line managers and board.