Competency mapping is the process of identifying and determining competencies required for producing key outputs / required for performing a given task, activity or role successfully which followed by assessing the current performance and future development needs of persons holding jobs and roles.
Identifying or determining success factors (technical and functional) factors necessary or critical for producing key outputs or performing a given task or role or activity successfully that meets the expectations of internal and external customers. . Such as knowledge, skills, attitude, and other personal characteristics that affect major part of the job, correlates with performance on the job, can be measured, and can be improved through development interventions.
Kinds of competencies:
Knowledge - knowledge required for personal operating at different levels
Behavioural - how incumbents act in different circumstances, such as communication and collaboration with others to achieve the desired results
Identify and determine in detail the particular job duties and requirements (what really important in a job) and the relative importance of these duties for a given job (so that an incumbent is able to perform excellently). Focus is on the job not the person.
Categorize, prioritize, and standardise competencies and establish its relationship with one another to arrive at competency map, which will be adopted for various Human resource processes.
Group gathered information according to its categories and evaluate the validity of the competencies identified
