Competency mapping is the process of

identification of the competencies required to

perform successfully a given job or role or a
set of tasks at a given point of time

It consists of breaking a given role or job into
its constituent tasks or activities and
identifying the competencies (technical,
managerial, behavioral, conceptual
knowledge, attitudes, skills, etc.) needed to
perform the same successfully
When the competency required is mapped,
an accurate job profile is created
With an accurate profile the entire recruitment
process becomes easier and effective
The candidates who applies is well aware of
what the position demands
The interviewer know exactly what to look for
in the candidate
Once recruited, employee perform well as
they know what is exactly required from them
Employee understands the growth within
the company as the hierarchy and
requirement is clearly defined for all the
positions
Helps employee to align his efforts in the
direction of the company's requirement.
Overall, it brings a degree of transparency
and motivates the employee
Organizational Strategy

Vision, Mission, Values, Strategic,
Intent, Corporate Governance,
Corporate Social Responsibility & Ethics
Business Strategy

Business Plan & Goals, Culture
People, Technology
Teamwork Strategy

Leadership, Communication
Conflict Management, Interpersonal
Skills, Project Orientation, Self
Managed Teams (SMT)
Role Strategy

Ability, Autonomy, Multiskilling,
Task identity, Performance
Evaluation & rewards and
performance
development
Core Competencies
(Organizational wide)
Business Competencies
Team Competencies
(Project driven)
Role Competencies
(Role wise)
Achieving Business Targets

Employee Satisfaction
Profit Center Orientations

Team Development & Synergy
Performance Accomplishment

Individual Development
STRATEGIC FRAMEWORK
COMPETENCY
FRAMEWORK
COMPETENCY MODELING
FRAMEWORK
Stakeholder Interest

Market Positioning
Competencies can be identified by one of
more of the following category of people:
Experts, HR Specialists, Job analysts,
Psychologists, Industrial Engineers etc. in
consultation with: Line Managers, Current &
Past Role holders, Supervising Seniors,
Reporting and Reviewing Officers, Internal
Customers, Subordinates of the role holders
and Other role set members of the role (those
who have expectations from the role holder
and who interact with him/her)
The various methods used in combination
for competency mapping
Interviews
Group work
Task Forces
Task Analysis workshops
Questionnaire
Use of Job descriptions
Performance Appraisal Formats etc.
First: A job analysis is carried out by asking
employees to fill in a questionnaire that asks them to
describe what they are doing, and what skills,
attitudes and abilities they need to have to perform it
well

Second: Having discovered the similarities in the
questionnaires, a competency-based job description

Third: Having agreed on the job requirements, one
starts mapping the capability of the employees to the
benchmarks
Competency Mapping
Job
Evaluation
Recruitment
Career
Planning
Performance
Management/
Diagnositics
Succession
Planning
Employee
potential
appraisal for
promotion
Training need
identification,
training and
development
Self-
Development
initiatives