Competency mapping is the process of identifying key competencies for a job or organization and incorporating them throughout HR processes. It involves conducting a job analysis through questionnaires, developing competency-based job descriptions, and mapping competencies. Assessment centers, interviews, questionnaires, and psychometric tests are methods used. For example, IBM conducts interviews, psychometric tests, and has candidates fill out questionnaires as part of its competency mapping process.

1. COMPETENCY MAPPING
Definition: Competency Mapping is process to identify
key competencies for organization or a job and
incorporating those competencies throughout the
various processes.

2. STEPS INVOLVED IN
COMPETENCY MAPPING
1.Conduct a job analysis by asking incumbents to
complete a position information questionnaire.
2.Using the result of job analysis, a competency based
job description is developed.
3.With a competency based job description, mapping
the competencies can be done.
4.Taking the competency mapping one step furthur, one
can use the results of one’s evaluation to identify in
what competencies individuals need additional
development or training.

3. METHODS OF COMPETENCY
MAPPING
1. Assessment Centre: It is mechanism to identify the
potential for growth.
Step 1: Gathering Facts: The methodology usually
employed through an open-ended questionnaire,
gathering data.
(a) Group Discussions: In these candidate are brought
together as a committee or project team with one or a
no. of items to make a recommendation on.
(b) In Tray: The candidate is placed in the role of
somebody,which assumed a new position at short
notice.

4. CONTD..
Step 2 Content Analysis: Second step consists of
identifying the contents represented by the clusters of
incidents and conducting “relaxation” exercise during
which the analyst sort the incidents into content
dimensions.
Step 3 Creating Feedback: It is important to consider that
both positive and negative feedback be provided.

5. INTERVIEW TECHNIQUE
COMPETENCY MAPPING
1.Before the actual interview begins,the critical area in
which questions will be asked must be identified for
judging ability and skills.
2. Second step is scrutinize the information provided to
identify skills,incidents and experiences in the career of
candidate.
3. Once the interviewee is put at ease the interviewer
starts asking questions,complex question in the
beginning can affect subsequent interaction.

6. QUESTIONNAIRES
Questionnaires are written list of
questions that user fill out
questionnaire and return.Often,
questionnaires are used after
products a re shipped.

7. PSYCHOMETRIC TEST
A psychometric test is a
standardised objective
measure of a sample of
behaviour

8. EXAMPLE - IBM
IBM follows the competency mapping
techniques.
In which they involves the interview
method.
After interview few of their employee go for
Psychometric test.
Finally they come for the questionnaire to
be filled by the candidates.