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Competancy Mapping
Human Resources » HR Metrics & Measurement

Chrm Message From: Jash009 Total Posts: 2 Join Date: 04/11/2008
Rank: Beginner Post Date: 04/11/2008 23:58:08 Points: 10 Location: India

I am glad to be a member of this group.

as now a days i am working on Framing of Competancy Mapping  policy for Automobile Industry.

can any one contribute some light on the topic.

if any specimen of policy or the procedurepls. let me know

Chrm Message From: ngodavinet Total Posts: 9 Join Date: 04/11/2008  
Rank: Beginner Post Date: 19/01/2009 08:07:59 Points: 45 Location: India

I think you can use for searching

"competency mapping"


Chrm Message From: VIJAY VYAS Total Posts: 6 Join Date: 04/11/2008  
Rank: Beginner Post Date: 17/11/2009 07:23:19 Points: 30 Location: India

Dear Jash,

even me is a new member of this forum & have not posted more article , but this one might give you basic concept regarding the topic:

Competency Mapping is a process of identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability.

The steps involved in competency mapping with an end result of job evaluation include the following:

1) Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.

2) Using the results of the job analysis, you are ready to develop a competency based job description. A sample of a competency based job description generated from the PIQ may be analyzed. This can be developed after carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.

3) With a competency based job description, you are on your way to begin mapping the competencies throughout your human resources processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.

4) Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization


Vijay  Vyas


Chrm Message From: shijit Total Posts: 7 Join Date: 04/11/2008  
Rank: Beginner Post Date: 18/11/2009 04:03:42 Points: 35 Location: India
Hi, Competency Mapping is process of identifying the required and actual level of skills, knowledge and attitude to perform a task. Following are the main steps in the process. 1. Identify the required competencies to perform a job 2. Determine the levels for each competency and define what each level means. 3. Identify the required level of each competency to perform a job. (Its basically a role analysis) 4. Measure the actual level of each competency of the person who exercise the role. (Its mainly person analysis). 5. Identify the competency gap for each role (Its comparison between the standard and actual) 6. Bring out measures to level the gap. Thanks, shijit.