Competency Mapping

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Competency-based Approach > Best Practices > Competency Mapping

Competency Mapping
Deepa Nair
I would like to know how to do competency mapping for a department of a manufacturing organization. Who can share some tips? Thank you. (...) Read more? Sign up for free

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  Definition of Competency Mapping
Jaap de Jonge, Editor, Netherlands
  Hi Dips, competency mapping is the process of identifying (key) competencies for a particular position (role or task) in an organization and then using the result for various HR processes including job-evaluation, recruitment, training and development, performance management and succession planning.

  Steps in Competency Mapping Process
Jaap de Jonge, Editor, Netherlands
  Typical steps involved in competency mapping are the following:
  • JOB ANALYSIS: Conduct a job analysis by asking job holders (incumbents) to complete a "Position Information Questionnaire (PIQ). This information can be provided by job holders by completing a form, or by conducting one-on-one interviews using the PIQ as a guide. The job analysis results in the key behaviors necessary to perform respective jobs.
  • JOB DESCRIPTIONS: Using the results of the job analysis, competency based job descriptions are then developed by carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.
  • COMPETENCY MAPPING: For each competency based job description, mapping the competencies can be done. The competencies of the respective job description become factors for future assessments and performance evaluations. The described competencies help to make these evaluations more objective.
  • COMPETENCY DEVELOPMENT: Now, the results of someone's evaluation can be used to identify in what competencies that individual might benefit from additional development or training. This will help in focusing on those training needs that are most relevant to achieve the goals of the position and the company and help the employees develop toward what is most important for the organization.

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