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 (i.e. job
evaluation, training, recruitment) of the
organization.
The Definition of Competency Mapping
 Competency mapping is the process of
identifying the specific skills, knowledge,
abilities, and behaviours required to
operate effectively in a specific job or
organization.
Features
 Every individual and employee is unique
and the same is also true with
organizations.
 Competency maps are often also referred
to as competency profiles or skills profiles.
 It is not easy to scientifically define
behaviour, however, competency
mapping provides solution to that
problem.
 Matching of jobs and people to facilitate
excellence in performance can be
achieved through competency mapping.
 Competency is your ability to do
something successfully or efficiently.
 Thus competency mapping is a process of
matching your competence with the job
role and/or organization.
 Furthermore it is also about matching
people to the job role and hence used
even in selection.
APPLICATIONS OF COMPETENCY
MAPPING
Some of the major practical applications
of competency mapping include:
 Job Evaluation
 Project Planning
 Performance Management
 Job Analysis
 Succession Planning
 Recruitment
METHODS OF COMPETENCY MAPPING
Assessment Centre
 The assessment centre methodology
involves situational observation to
evaluate performance and growth
potential of candidates relative to
specified job attributes.
  The approach uses various types of
discussion and simulation exercises to
reflect real-life demands of the job.
Critical Incidents Technique
 The critical incidents technique uses
data gathering and analysis to identify
job-specific behaviours that influence
the success or failure of an individual
or collective business operation
performing a certain job.
 Data about critical events –
exceptional examples of
accomplishment or failure – is
collected through interviews or
questionnaires as soon as possible
after occurrence.
Personal Interviews
 The candidate interview provides first-
hand insight into candidate behaviours
and is an effective method for
collecting relevant information and
impressions about prospective
employees.
Questionnaires
 Questionnaires offer another approach
for gathering information about job
competencies and work performance.
Psychometric Tests
 Psychometric testing provides a
consistent approach to measuring and
quantifying a sample of behavioural
attributes.
  The two main types of psychometric
assessment are aptitude tests and
achievement tests.
 Aptitude tests are used to identify
natural inclinations in a specific area,
such as art or science, and are
designed to help predict how well a
person would perform in a given
specialty after being provided with
training.
A Few Examples of Aptitude Tests
Some examples of aptitude tests include:
 A test assessing an individual's
aptitude to become a fighter pilot
 A career test evaluating a
person's capability to work as an
air traffic controller
  An aptitude test is given to high
school students to determine
which type of careers they might
be good at.
 A computer programming test to
determine how a job candidate
might solve different hypothetical
problems.
 A test designed to test a person's
physical abilities needed for a
particular job such as a police
officer or firefighter.
 Achievement tests measure the level
of proficiency an individual has
achieved in a certain area, such as
mathematics, language skills and
ability to reason
Examples of Achievement Tests
Some more examples of achievement
tests include:
 A math exam covering the latest
chapter in your book
 A test in your social psychology class
 A comprehensive final in your Spanish
class
 A skills demonstration in your martial
arts class
DEVELOP COMPETENCY BASED JOB
DESCRIPTION (JD)
 A competency based job description is
then arrived at.
 For e.g in case of the team leader the
job description will mention all the
 behaviours required to be successful in
the job role.
 It can include accountability for
productivity, efficiency of work, quality
of work, adherence to timelines and
more.

Process of Competency Mapping

For what Competency Mapping?