Contents
Competency Mapping ........................................................................................................................................................................................ 2
What is a competency? ................................................................................................................................................................................. 2
Job Description versus Competency ....................................................................................................................................................... 2
Components of Competency ...................................................................................................................................................................... 2
Competency Models....................................................................................................................................................................................... 3
Competency Mapping – Approach and Steps (Sample) ................................................................................................................. 4
Sample of a competency framework ...................................................................................................................................................... 5
Competency Matrix Example ..................................................................................................................................................................... 8
Tools for Competency Assessment ......................................................................................................................................................... 9
Competency Mapping
What is a competency?
An underlying characteristic of a person which results in effective and/or superior performance of the job
Characteristics that are required for performing a given task, activity or role successfully can be considered as
a competency
So we can say that
Competency is a characteristic of a person
Competencies lead to demonstration of skills and abilities – so competencies must be
demonstrated and therefore must be observable
Competencies must lead to effective performance
Traditional job description analysis looks at elements of the jobs and defines the job into sequences of tasks
necessary to perform the job; while competency studies the people, who do the job well, and defines the job
in terms of the characteristics and behaviors of these people
Job Description versus Competency
• Job description looks at what, whereas competency model focuses on how.
• Traditional job description analysis looks at elements of the jobs and defines the job into sequences
of tasks necessary to perform the job
• Competency studies the people who do the job well, and defines the job in terms of the
characteristics and behaviors of these people.
For instance, a necessary competency for a marketing professional might be the ability to perform detailed
market analysis while another competency might be leadership qualities, as evidenced through the ability
to build consensus
Components of Competency
There are four major components of competency:
1. Skill: capabilities acquired through practice. It can be a financial skill such as budgeting, or a
verbal skill such as making a presentation
2. Knowledge: understanding acquired through learning. This refers to a body of information
relevant to job performance. It is what people have to know to be able to perform a job, such as
knowledge of policies and procedures for a recruitment process
3. Personal attributes: inherent characteristics which are brought to the job, representing the
essential foundation upon which knowledge and skill can be developed
4. Behavior: The observable demonstration of some competency, skill, knowledge and personal
attributes. It is an essentially definitive expression of a competency in that it is a set of action
that, presumably, can be observed, taught, learned, and measured
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Competency Mapping is the process of identifying and validating competencies required to produce
successful outcomes for various roles within the organization
Broadly it involves three steps:
Step 1: Developing a Competency Model
Step 2: Competency Identification
Step 3: Competency Assessment
These three steps have been broken down into greater details for your benefit in a schematic diagram that
follows
Competency Models
Some Competency Models are given below:
Commitment and Competence based Competency Model
Competency = Commitment + Competence
5 Level Competency Model
Competency = Skills + Knowledge + Attitude
Attitude = Perception + Traits + Motives
Job Based Competency Model
It’s a simple list of competencies that is drawn up on the basis of the requirements for a well-defined job.
Generic and Specific Competency Model
Competency = Generic Competency + Specific Competency
Generic Competencies such as Job Expertise, Mental Ability, Team Work, Initiative, Innovativeness etc.
Specific Competencies such as (for example for an HR person) Knowledge of HR philosophy, policies,
practices, systems, performance appraisal techniques, ADDIE Model, Kirkpatrick Model, Behavioral
Interviewing etc.
Remember
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There cannot be a general rule for adopting any particular model. Application of Competency Models may
be different in different organizations. Organizations should develop their own Competency Models and
Frameworks on the basis of their business requirements, nature of work, competency profiling, number of
jobs etc.
Competency Mapping – Approach and Steps (Sample)
Activity Description Milestone / Documentation
Project Scoping
Clarify Organizational Strategy, Context Project Scope Defined
Defining the Scope of the exercise Project Plan Document
Consensus on Approach / Timelines
Competency Identification Report
Competency Identification
Benchmarking Role – Tasks, Competencies-Width
& Depth, Criticality
Questionnaires
Role Interface
Self and Supervisor Reports Behavior Indicators
Use existing frameworks available
Validated Competency Descriptions
Competency Validation
Duplication Validation
Focus Group Validation
Client Validation
Competency Model
Competency Matrix containing Final Competency Model
o Competency Descriptions Competency Matrix
o Competency Indicators
o Competency Levels
Client Validation
Communication Project
Competency Assessment
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Sample of a competency framework
Identified Competencies
Competencies
Communication
Leadership
Customer Orientation
Decision Making
Interpersonal Skills
Product Knowledge
Technical Knowledge
Levels
Level 1
Level 2
Level 3
Level 4
Level 5
Let us take example of one competency: Communication
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COMMUNICATION
Competency Definition
This competency includes elements of ability in :
Communicating confidently with customers and leaders and peers
Checking Understanding
Listening Effectively for understanding
Clear Articulation
Effective written communication and error-free documentation
Effective usage of questions and probing
Being able to build rapport and create good relationships
Competency Levels Competency Indicators
The ability to interact in a clear, positive, and professional
manner with peers, leaders, and clients
Indicators
Clearly articulates ideas in meetings and presentations
Level 1
Maintains healthy relationships through trust
Demonstrates empathy and understanding with others
Communicates clear verbal messages to others
Communicates clearly over electronic medium—
written and verbal
This level includes an ability to have self-awareness and
effective usage of powerful communication
Indicators
Listens and checks understanding
Asks relevant questions to seek additional information
Level 2 Uses a variety of communication mediums to
communicate with others
Gets a message across to chosen audience with clarity
and understanding
Can make good presentations to clients and small
groups
This level includes an ability to create and encourage an
environment of open and proactive communication
Indicators
Actively chooses a communication style to suit a
Level 3 situation
Facilitates discussions to encourage positive
contribution of ideas
Coaches others for transfer of knowledge as well as new
ideas
Listens for feedback and modifies behaviour
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Persuades others to see own point of view effectively
Adapts own style and approach to a situation
At this level the person demonstrates highly developed
communication skills and an ability to alter the environment
for a win-win situation to emerge
Indicators
Effectively negotiates while preserving relationships to
ensure organization’s needs are met
Level 4
Shows tact, sensitivity and is able to effectively
communicate difficult messages
Creates a positive and powerful network of individual
relationships
Influences others powerfully to achieve successful
outcomes
At this level, the person demonstrates a complex ability to
navigate diverse and meta communication challenges including
an ability to create and impact organizational culture
Indicators
Able to communicate a vision for the future effectively
Ability to present complex information in an
Level 5 understandable manner to experienced groups
Creates a culture of open communication
Develops powerful and high-level network of
relationships which benefit the organization
Deploys numerous skills, strategies, and styles to meet
specific challenges from competitors, media, vendors
and customers
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Now, let us look at a Competency Matrix
Competency Matrix Example
Senior
Software Account Project
Software Team Leader
Engineer Manager Manager
Engineer
Communication Level 1 Level 2 Level 3 Level 3 Level 4
Leadership Level 1 Level 1 Level 2 Level 3 Level 3
Customer
Level 1 Level 1 Level 2 Level 2 Level 3
Orientation
Decision Making Level 1 Level 1 Level 2 Level 3 Level 4
Interpersonal
Level 1 Level 2 Level 3 Level 3 Level 4
Skills
Product
Level 3 Level 4 Level 5 Level 4 Level 4
Knowledge
Technical
Level 4 Level 5 Level 3 Level 2 Level 1
Knowledge
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Next Step is to communicate to everyone in the organization the outcome of the Competency Mapping
Process.
This is called The Communication Project
The next step is to assess the competencies of existing employees.
Tools for Competency Assessment
Self and Superior Assessment
360 Degree Feedback
Assessment Center
Psychometric Tests
Interviews
Leaderless Group Discussions
In-Basket Exercise (a simulation of things-to-do in a day and how one manages them)
Management Games
Role Plays
Case Study
Scenario Discussion
Presentation
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