Competency mapping is the process of identifying and documenting the specific skills, knowledge, behaviors, and attributes required for employees to perform particular jobs effectively.
This process helps organizations:
- Align employee capabilities with business goals and strategic objectives
- Maximize their human capital
- Improve employee performance
What are the competency mapping variables?
Competency mapping is a crucial step for defining competency models and frameworks. As a result, it typically covers multiple variables.
Competency mapping variables are the elements assessed and defined during the competency mapping process. These variables include:
- Company-wide core competencies: Fundamental skills and behaviors required across the organization—for example, Zappos, an online retailer, strongly focuses on top-notch customer service, thus customer service is a core competency for all employees
- Functional competencies: Specific competencies required for particular functions or departments, such as marketing, finance, or human resources; these competencies closely relate to the tasks and responsibilities of each specific role or department—for example, copywriting is a functional competency for a marketing department
- Technical competencies: Specialized knowledge and skills needed for specialized roles, such as proficiency in specific software, technical procedures, or industry-specific knowledge—for example, understanding CRM tools is a functional competency for a sales team, and search engine optimization is a functional competency for a marketing team
- Leadership competencies: Competencies needed for leadership and management positions, such as strategic thinking, decision-making, managing team performance, and delegation
- Behavioral indicators: Observable behaviors that demonstrate the presence of a competency—these indicators help assess an employee's proficiency level in a specific competency
- Proficiency levels: Different levels of expertise or mastery for each competency, typically defined as beginner, intermediate, advanced, and expert—each level includes specific criteria and behavioral indicators
- Performance indicators: Metrics and criteria used to evaluate the effectiveness of the competencies in achieving job performance and organizational goals
- Development needs: Gaps identified between current competency levels and the desired proficiency levels—these needs inform the creation of personalized development plans
- Training and development resources: Programs, workshops, courses, and other resources available to help employees develop the required competencies
- Feedback mechanisms: Processes for gathering input from employees, managers, and stakeholders on the competency framework and its implementation
By defining these variables, organizations can create a comprehensive competency framework that supports effective talent management and organizational growth.
Free download: Competency framework template
What are the steps involved in a competency mapping process?
A competency mapping process typically involves the following steps:
- Job analysis: Identify and document the essential responsibilities and tasks associated with each role or department in an organization
- Competency identification: Determine the specific skills, knowledge, and behaviors needed to perform the job effectively
- Competency framework development: Create a framework that outlines the competencies required for each role and behavioral indicators for each level of competency
- Team assessment: Evaluate employees' current competencies against the established framework
- Gap analysis: Identify discrepancies between existing competencies and job-specific competency requirements
See also our in-detail step-by-step guide for conducting an effective competency mapping process.
Compelling benefits of competency mapping
Competency mapping helps organizations build a competent and agile workforce, driving overall performance and success.
Standardizes competency expectations for all roles
Competency mapping enables a standardized approach to defining and measuring competencies across an organization. A competency framework (the end product of competency mapping) defines the skills and abilities needed for any organizational role. As a result, it is a go-to resource informing multiple HR processes such as training, recruitment, or performance management.
Aligns employee competencies with organizational goals
The first stage of competency mapping is finding organizational-level competencies, which means the desired skills, knowledge, and behaviors of employees align with the organization's strategic objectives, core values, and mission. As a result, competency mapping ensures workers have the right competencies for the company's long-term goals and the industry in which they operate.
Supports continuous employee development
SHRM's Workplace Learning & Development trends report shows that 38% of employees want training that is more relevant to their jobs. It enhances their performance and improves productivity.
With competency mapping, companies identify worker skill gaps and areas for improvement. These then inform targeted training and development programs to enhance employee competencies and performance. Additionally, ongoing assessment and development ensure employees keep their skills up-to-date.
Enables competency-based employee performance management
Competency mapping enables a clear framework for evaluating employee performance based on specific competencies. It also facilitates objective and consistent performance appraisals and feedback processes. Assigning development plans and tracking the overall results and development also becomes more effortless.
Consult our guide to competency-based performance appraisals and get started immediately with our free competency-based review template.
Enhances recruitment and candidate selection
Hiring the best person for the job is difficult if recruiters are solely working off a job description. Competency mapping offers a centralized repository that defines the competencies required for each role. As a result, recruiters and hiring managers secure new hires who possess the necessary skills and attributes to succeed in their positions.
Enables transparent career paths
With transparent competency maps, employees can see the competencies and proficiency levels needed to advance their careers.
For instance, a mid-level data engineer can check the competencies of a senior data engineer. Alternatively, a junior sales manager can check the competencies of a senior sales manager. This transparency helps them plan their learning journey and growth.
Learn more about job leveling classification in our dedicated guide.
Creates an internal talent marketplace
One of the top benefits of competency mapping is that it creates an internal talent marketplace through targeted skill development. Learning and development leaders plan training for in-demand competencies. He further stresses that the internal talent marketplace is the best place to recruit people for new projects and positions.
For example, Tata Consultancy Services, an IT services company, prioritizes training people and promoting them based on competencies. This cost-effective strategy helps the company keep up with talent demand.
Supports effective succession planning for critical roles
Succession planning is the process of identifying a company's key positions and grooming high-potential candidates for them. It prepares the company for any untimely event, like a leader's resignation or illness, with a potential replacement ready to take on the job. Competency mapping enables effective succession planning by identifying and developing potential future leaders based on competency assessments.
Simplify competency mapping with Deel Engage
Ensure accuracy and relevance in identifying, assessing, and aligning competencies with organizational goals with Deel Engage. You get an integrated suite that combines competency frameworks, competency-based performance reviews, and an LMS with competency-based learning—all streamlined in one user-friendly platform.
Learn more about the Deel Engage and how to use it to meet your growth needs.
