Competency Mapping vs. Job Description: Can You Help Clarify the Differences?

Understanding the Differences Between Competency Mapping and Job Description

I am requesting your kind assistance in shedding light on the differences between competency mapping and job description.

Warm Regards,
Deepshikha

I would like to explain the difference between Competency Mapping and job description:

Competency Mapping

Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (e.g., job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (e.g., communication, leadership) rather than a skill or ability.

Job Description

A job description sets out the purpose of a job, where the job fits into the organizational structure, the main accountabilities and responsibilities of the job, and the key tasks to be performed.

I hope this information is useful and clarifies your query.

Regards

Understanding Job Descriptions

Job descriptions describe the duties and responsibilities of a particular job, irrespective of the person or persons engaged or to be engaged, congruent to the objectives of the organization. They serve as the basis for job evaluation in deciding the ranking, level, and pay scale decisions.

Competency Mapping and Skill Matrix

Competency mapping and skill matrix are tools for evaluating the behavioral performance of an individual or a number of individuals engaged in similar types of jobs. The end objective is the identification of training needs, again congruent to the objectives of the organization.

The approach, skill requirement, formats, analysis of tasks and activities, and mapping and appraisal of the above two require trained analysts.

Regards,
SKG.

Job competency relates to the demonstration of various skills, aptitudes, and performance levels as they are related to a specific position or job within a company. There are several ways to evaluate job competency, based on what level of activity or performance is considered acceptable within an organization. In the attached document are some examples of criteria that are often associated with evaluating job competency.

Hope this will give you an idea of job competency.

Regards,
S. Dass