Competency Mapping Process

• Describe the organization's objectives.

• Sort competencies into functional or behavioural categories.

• examine the skills of current employees

• Establish competencies

• Determine behavioural cues

• Identifying levels of proficiency

• Establish skill levels

The Process of Competency Mapping

a. Conducting a job analysis

By asking the job holder to complete and submit the PIQ, or Position Information Questionnaire, job analysis is carried out. The purpose is to gather information from job holders about what, in their opinion, is the most important behaviour for performing a specific job.

b. Writing a job description

Following completion of the job analysis, management can use the findings to create a competency-based job description. The information provided by the group of incumbents is carefully examined for the purpose of creating the job description, and then it is transformed into standard competencies.

c. Ability Mapping:

Competency mapping is done using the competency-based job description. To be more precise, the primary criterion for assessment on the performance evaluation turns out to be the competencies of the relevant job description. Based on the behaviour, performance is evaluated more objectively when competencies are used.

d. Training and Development: 

The outcomes of performance reviews are used to determine the qualifications that candidates must possess. This establishes whether additional training and development are required to meet the position's objectives.