Difference between revisions of "Competency mapping"
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== Description== | == Description== | ||
| − | Competency mapping may concentrate on the existing competencies or the competences that are needed in the organization. It may have a future oriented view or map the current situation. Also, competency mapping can be performed on the level of roles or individuals, in which case it is usually connected to [[Qualification|qualifications]] and development discussions, or mapping may focus on [[Organizational competency|organizational competency]]. | + | ===Overview=== |
| + | Competency mapping may concentrate on the existing competencies or the competences that are needed in the organization. It may have a future oriented view or map the current situation. Competency mapping may thus be used as a tool for [[Competency management]] and in evaluating risks of loosing competency. | ||
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| + | Also, competency mapping can be performed on the level of roles or individuals, in which case it is usually connected to [[Qualification|qualifications]] and development discussions, or mapping may focus on [[Organizational competency|organizational competency]]. | ||
===Special cases of competency mapping=== | ===Special cases of competency mapping=== | ||
Revision as of 05:55, 27 July 2014
Contents
Definition
Competency mapping is A mapping process to create a competency map
Summary
Competency mapping is a mapping process which produces a map of individual competency or organizational competency, i.e. competency map. The process may focus on existing competency, required competency or competency needs of future. Competency mapping may also be used as a tool for competency gap analysis.
Description
Overview
Competency mapping may concentrate on the existing competencies or the competences that are needed in the organization. It may have a future oriented view or map the current situation. Competency mapping may thus be used as a tool for Competency management and in evaluating risks of loosing competency.
Also, competency mapping can be performed on the level of roles or individuals, in which case it is usually connected to qualifications and development discussions, or mapping may focus on organizational competency.
