Introduction

Competency mapping identifies an individual's

strengths and weaknesses. The aim is to enable
the person to better understand himself or
herself and to point out where career
development efforts need to be directed.

The steps involved in

competency mapping are
Conducting a job analysis.
Using the results of the job analysis.
Mapping the competencies .
Evaluation to identify.

Main Objectives
To map the competencies for HR professionals.
To identify the trainings needs for HR
professionals.
To find out the ranking of competencies.
Talent Mangement and Succession Planning.

Characteristics of
Competency mapping
Knowledge.
Skills.
Motive.
Attitude.
Traits.

Competency tools
Communication and relationship management
Leadership
Professionalism
Knowledge about the industry
Business skills and knowledge

Methods used in combination

for competency mapping
Interview
Group work
Task forces
Task analysis work shops
questionnaire
Use of job description.

Benefits for Business

To improve employee performance.
To help with hiring or promotion decisions.
To provide a critical look at the current
workforce.

Challenges for Business

It requires thought, time and analysis and
some companies simply may not want to do
work involved.
Errors might lead to false decisions.
Companies need proper skills and abilities.
Can cause confusion and anxiety.

Categories of
competencies
Threshold competencies.
Differentiating competencies.

Competency Mapping is different from

Traditional Job Analysis

Concept of Competency
Mapping

Personal
Characteristi
cs

Behavior

Job
Performanc
e

Competency Model

Components of
Competence
Visioning, groundwork, planning and
awareness creation.
Designing competency model and data
gathering.

Competencies for
Managers
Understand what is to be done.
Taking people with you.
Getting the job done.

Theory of Competencies
Mapping
Behavioral Event Interview.
360 degree appraisal : The 360-degree Feedback Process is being
increasingly used in organizations for development, appraisal and
compensation purposes. It involves a collection of perceptions about
an individuals behaviour and its impact on bosses, colleagues,
subordinates as well as internal and external customers. Competency
Mapping help to ensure that such feedback relates specifically to the
competencies crucial to individual or organizational success.

Competencies
Applications
Competency frameworks: define the competency
requirements that cover all the key jobs in an
organization. This consists of generic
competencies.
Competency Maps: Describes the different
aspects of competent behavior in an occupation
against competency dimesions such as strategic
capability, resource management and quality.

Continued
Competency profiles: A set of competencies
that are require to perform a specified role.

The Lancaster (Burgoyne) Model of Managerial Competencies

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LEVEL
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