Approaches / Methods of Competency Mapping

    To describe the skills required for any job, competency mapping is conducted using various methods.

    The techniques that can be used to analyze the competency mapping are as follows:

    1. Workforce Skill Analysis: In this method employees and managers are consulted and asked to specify the skills required to perform particular tasks.

    Questionnaires, opinion surveys, interviews, and performance standards of other similar organizations, are some ways by which the assessment can be carried out.

    Besides this, it also keeps into account the changes that may occur in the organization while analyzing workforce skills.

    2. Job Analysis: This method is used when the requirement for good job performance is to be determined.

    What qualifications an individual must possess, how much experience he should have, what type of training he has gone through, what tasks he can perform effectively, etc., need to be identified before selecting any person for a responsible job.

    This method is more suitable for those organizations that make use of technology and machines to a larger extent.

    3. Supply and Demand Analysis: Supply analysis focuses on the present employees working in a company and their competency level.

    It is done by assessing their grades, education, work experience, understanding, viewpoint towards the current trends and competitions, time of retirement, physical wellness, etc., in order to determine the present competency status of the workforce.

    Whereas, demand analysis focuses on the employees that may help the organization in achieving its goals, objectives, vision, and mission in the future.

    Demand analysis helps in setting a standardized competency model for the future workforce of the organization.

    4. Gap Analysis: Once the supply and demand analysis is conducted, it becomes easy to identify the difference between the present and future workforce.

    The gap analysis method is performed to assess this divergence so that organizations can plan and deal with & upcoming situations accordingly and effectively.

    5. Solution Analysis: This method focuses on searching for ways to deal with the differences identified from the gap analysis and how the functions can be carried out smoothly.

    Solution analysis considers all the changes taking place in the workforce (unintended or intended). It also evaluates whether permanent or contract-based employment would be suitable to address the gaps.

    It generally performs various functions such as fresh recruitment, training, re-training, transfers, job rotation, etc., in accordance with the newly formulated competency model.

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