Here is the description between job analysis and competency mapping

1. DIFFERENCE BETWEEN JOB ANALYSIS
AND COMPTENECY MAPPING
PRESENTED BY: PRIYANKA RANE
BHAVANA MOHITE
AARTI BHIMGUDE
NISHA SONTAKKE

2. INTRODUCTION TO JOB ANALYSIS AND
COMPETENCY MAPPING
 DEFINITION OF JOB ANALYSIS:
Job analysis is a systematic process used to gather, document and analyze information
about a job. It involves examining and identifying the duties, responsibilities, tasks,
qualifications and the necessary skills and competencies required for specific job role
within an organization. This process helps in understanding the fundamental components of
a job and serves as the basis for various HR activities such as job descriptions, performance
evaluations, training and recruitment.
 DEFINITION OF COMPETENCY MAPPING:
Competency mapping is a process used in human resource management to identify,
assess, and understand the specific competencies, skills, behaviors, and attributes required
for successful performance in a job, role, or within an organization. It involves defining the
key competencies that are critical for superior performance in a given position.
Competencies encompass a wide range of attributes, including technical skills,
knowledge, abilities, personality traits, behaviors, and other characteristics that
contribute to effective job performance.

3. JOB ANALYSIS
 IMPORTANCE:
Job analysis holds significant importance in various aspects of human resource
management and organizational development. Here are some key reasons why job
analysis is crucial:
1. Effective Recruitment and Selection: Job analysis provides detailed information
about the job requirements, enabling HR to create accurate job descriptions and
specifications. This helps in attracting suitable candidates and designing effective
selection criteria for recruitment processes.
2. Training and Development: Understanding the specific skills, knowledge, and
abilities required for a job aids in identifying training needs. Job analysis helps in
designing targeted training programs to enhance employee skills and performance.
3. Performance Appraisals: By defining the expectations and requirements for a job,
job analysis sets the standards against which employee performance can be
evaluated. It assists in setting clear performance metrics and objectives.
4. Job Design and Redesign: Job analysis allows for the restructuring or redesign of
job roles to increase efficiency and productivity. It helps in determining if the job
responsibilities need to be adjusted or modified to better align with the
organization's goals.
5. Career Planning and Succession Management: Clear job analysis facilitates
career planning by outlining the skills and competencies needed for career
progression within the organization. It aids in identifying and developing potential

4. COMPETENCY MAPPING
 IMPORTANCE:
Competency mapping holds crucial significance in modern organizations due to its
various implications for human resource management and organizational development.
Here's why competency mapping is important:
1. Strategic Alignment: It helps align employee skills and behaviors with
organizational goals and strategies. By identifying necessary competencies,
organizations can ensure that their workforce possesses the skills required to meet
business objectives.
2. Recruitment and Selection: Competency mapping aids in identifying and defining
the specific skills, knowledge, and behavioral attributes required for different roles.
This information is invaluable in crafting job descriptions and selection criteria,
ensuring the right candidates are hired.
3. Training and Development: Identifying competency gaps in individuals or within
the organization helps in developing targeted training programs. This ensures
employees have the necessary skills to perform their roles effectively and prepares
them for future responsibilities.
4. Performance Management: Competency mapping provides a framework for
evaluating and appraising employee performance. It allows for a more holistic
assessment beyond just the tasks completed, focusing on the behaviors and skills
that contribute to success.
5. Succession Planning: It aids in identifying and developing talent within the
organization. Competency mapping helps in recognizing potential future leaders and

5. JOB ANALYSIS PROCESS
The process of job analysis typically includes several key steps:
1. Data Collection: Information is gathered through various methods such as
interviews, questionnaires, direct observation, and examination of job documents.
This data collection may involve speaking with job incumbents, supervisors, and
subject matter experts to gain insight into the various aspects of the job.
2. Task Analysis: Breaking down the job into its fundamental components,
including tasks, responsibilities, and functions performed. This helps in
understanding the sequence of job activities and their importance.
3. Skills and Qualifications: Identifying the necessary skills, knowledge, abilities,
and qualifications needed to perform the job successfully. This includes technical
skills, interpersonal skills, educational background, and other specific
requirements.
4. Job Description and Job Specification: Using the collected data to create
detailed job descriptions that outline the tasks, responsibilities, and requirements
of the job. Job specifications list the qualifications and attributes necessary for a
candidate to be successful in that role.

6. METHODS OF JOB ANALYSIS
Job analysis involves various methods to gather information about a particular job
within an organization. These methods help in understanding the duties,
responsibilities, skills, and requirements of a job role. Some common methods of job
analysis include:
1. Interviews: Conducting structured or unstructured interviews with job incumbents,
supervisors, or subject matter experts. These discussions help in collecting detailed
information about job responsibilities, tasks, and requirements.
2. Questionnaires and Surveys: Distributing questionnaires or surveys to employees
performing the job, supervisors, or managers to gather information about job duties,
skills, and other job-related aspects.
3. Observation: Directly observing employees while they perform their tasks to
understand the specific actions and responsibilities involved in the job. This method
is useful for roles where tasks are more observable, such as in manufacturing or
service-oriented jobs.
4. Critical Incident Technique: This method involves collecting specific examples of
behaviors that are critical to job performance. It focuses on particular instances
where an employee performed exceptionally well or poorly, providing insights into
crucial job behaviors.
5. Diary Method: Asking employees to maintain a diary or log detailing their daily
tasks, activities, and time spent on different job responsibilities. This provides a

7. COMPETENCY MAPPING PROCESS
The process of competency mapping involves several steps to identify, define, assess, and align
the necessary competencies within an organization. Here is an overview of the typical steps in
competency mapping:
1. Identifying Key Roles and Positions: Determine the critical roles and positions within
the organization that require competency mapping. These roles could be managerial
positions, technical roles, or any other job that significantly impacts the organization.
2. Identifying Core Competencies: Define the essential competencies required for
success in each identified role. These can include technical skills, soft skills, knowledge,
abilities, and behaviors necessary to perform the job effectively.
3. Data Collection: Gather information about competencies. This can be achieved through
methods such as interviews, surveys, observation, or existing documentation. Inputs can
be collected from employees currently in those roles, supervisors, subject matter experts,
and other relevant stakeholders.
4. Competency Profiling: Create a competency profile or framework that outlines the
identified competencies for each role. This profile typically lists and defines the specific
competencies required for each role.
5. Assessment and Evaluation: Evaluate current employees against the identified
competencies. This can involve self-assessment, 360-degree feedback, skills assessment
tests, or performance evaluations. It helps in identifying competency gaps and areas for
development.

8. JOB ANALYSIS VS COMPETENCY MAPPING
 Job analysis and competency mapping are two distinct but interconnected processes used in
human resource management to understand and manage job roles, skills, and requirements
within an organization. Here's a comparison between the two:
 Job Analysis:
• Focus: Job analysis primarily focuses on analyzing the specific tasks, duties, responsibilities,
and requirements of a particular job or role within an organization.
• Objective: It aims to gather detailed information about the content and context of a job. This
includes understanding the tasks performed, the skills needed, responsibilities, and working
conditions associated with a particular job.
• Methods: Various methods like interviews, questionnaires, observation, and analysis of job-
related documents are used to collect job-specific information.
• Output: The output of job analysis includes job descriptions, job specifications, and
performance standards.
 Competency Mapping:
• Focus: Competency mapping concentrates on identifying and assessing the specific skills,
knowledge, abilities, and behavioral attributes required for effective job performance.
• Objective: It aims to determine the essential competencies necessary for superior performance
in a job role or across various roles within the organization.
• Methods: Similar methods to job analysis, such as interviews, surveys, and observations, are
used to gather information. The focus is more on competencies rather than job tasks.
• Output: The output includes a framework outlining the core competencies required for different
job roles, competency assessments, and development plans to bridge competency gaps.

9.  Key Differences:
1. Scope: Job analysis primarily examines the duties, tasks, and responsibilities
of a specific job, while competency mapping focuses on the skills and attributes
needed for successful performance across various roles.
2. Content: Job analysis delves into the specifics of a job, focusing on what the
job entails, its requirements, and tasks. Competency mapping focuses on
identifying the necessary skills, behaviors, and knowledge for effective
performance.
3. Focus: Job analysis is more descriptive and task-oriented, detailing the 'what'
and 'how' of a job. Competency mapping is more evaluative and focuses on the
'capabilities' and 'competencies' required for success.
While job analysis and competency mapping serve different purposes, they
complement each other. The information gathered through job analysis (job tasks,
requirements) can feed into competency mapping.

10. In summary, job analysis and competency mapping are two essential processes in human
resource management and organizational development, each serving distinct yet interconnected
purposes.
 Job Analysis:
• Focuses on comprehensively examining the tasks, duties, responsibilities, and requirements of
a specific job or role within an organization.
• Involves various methods like interviews, questionnaires, observation, and analysis of job-
related documents to gather detailed job-specific information.
 Competency Mapping:
• Concentrates on identifying and assessing the specific skills, knowledge, abilities, and
behavioral attributes required for effective job performance across different roles within an
organization.
• Involves methods similar to job analysis to gather information, focusing on competencies and
the traits essential for successful job performance.
• Outputs include a framework outlining the core competencies required for different job roles,
competency assessments, and development plans to bridge competency gaps.
Both processes are crucial for effective human resource management and organizational
development. Job analysis helps in understanding job roles, defining job requirements, and setting
performance standards. On the other hand, competency mapping focuses on identifying the critical
skills and behaviors necessary for success across various roles, aiding in recruitment, training,
performance management, and succession planning.
SUMMARY AND CLOSING THOUGHTS