Difference between revisions of "Competency mapping"
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| − | Competency mapping can be performed on the level of individual roles or on the level of the whole organisation. | + | Competency mapping can be performed on the level of individual roles or on the level of the whole organisation.In the first case the mapping is usually connected to [[Qualification|qualifications]], development discussions and other HR processes. or mapping may focus on [[Organizational competency|organizational competency]]. In both cases, it provides the organisation with a better understanding of their competency. |
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|competency management]] to achieve better understanding of the organisation's competency and in evaluating risks of loosing competency. | 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|competency management]] to achieve better understanding of the organisation's competency and in evaluating risks of loosing competency. | ||
Revision as of 06:10, 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 be used as a tool for competency management.
Description
Benefits
Competency mapping can be performed on the level of individual roles or on the level of the whole organisation.In the first case the mapping is usually connected to qualifications, development discussions and other HR processes. or mapping may focus on organizational competency. In both cases, it provides the organisation with a better understanding of their competency.
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 to achieve better understanding of the organisation's competency and in evaluating risks of loosing competency.
