Competency mapping steps

• Competency mapping steps and processes are as follows:

• A job analysis is conducted; every employee receives a questionnaire. The questionnaire collects data
about individual skills, responsibilities, mindset, and attitude.
• Similarly, interviews are conducted to gauge employees’ responses.
• The human resources department uses collected data, t to create competency-based job descriptions.
• If there is a change in roles, the employee and the firm sign a new agreement—upon mutual consent.
• Some companies share the results of competency analysis with the employees. Feedback helps
employees understand where they stand among their peers.
• A detailed competency analysis report is prepared. The report also highlights areas where an employee
can improve. The report also suggests strategies and training for the growth of the employee.
• Finally, the top-level management decides which strategy to implement ad how.
What are competency mapping tools?

– Psychometric analysis determines an individual’s interpersonal skills

and critical thinking.
– Questionnaires: Well-designed and relevant questionnaires are
drafted for comparing employee responses. 
– Focused interviews: Interviews require spontaneous responses;
employees give honest feedback.
– Critical incident method: It is a situation-based analysis. Employees
are given a particular scenario and individual approaches to recording.
What are the objectives of competency
mapping?
• The main objectives of competency analysis are as follows:
– To improve individual efficiency.
– To improve the firm’s collective efficiency.
– To reduce the firm’s turnaround time.  
– To initiate innovation, creativity, and strategic development.
Why is competency mapping important?
Competency analyses are important for the following reasons:
– It determines key skills about a particular job role.
– It assesses targets and job objectives
– It establishes a work culture.