Approach

Dimension Components
Interviews Observations

There is a system or Interview line managers and Observe the competency

standardized practice HODs to ascertain if they are
of competency aware, and if their jobs are mapping process in
mapping. profiled for competencies operation

Interview the HR staff to find Assess the familiarity of the

The system is out about the objectives of line managers and HR staff
documented and to the process, and their
clearly stated. the competency mapping, expertise on competency
their awareness, and usage.
mapping issues.

The System, The system aims at

mapping the
Process, and competencies of all
Practice roles.

The competencies are

mapped in a
standardized process
in this organization.

There is a competency
directory.

The competency
profiles are available
to respective
managers.

The competency
mapping is given its
due importance.
 Interview line managers to
Observe the familiarity
ascertain their awareness,
Everyone is aware of and seek copies of their own levels of line managers and
the knowledge base of HR
the process competency profiles for managers on competency
their
jobs at random. mapping.

Interview HR staff to
Line managers ascertain their knowledge
In-house contribute to the
process and
Competencies are competencies.
Available and
People are
Trained in Internally, HR staff are
Competency trained to do
competency mapping
Mapping

The competency
details are accessible
to all employees

Every manager knows

the tasks,
competencies, and
indicators for his own
and his juniors’ jobs

Examine the competency

lists
of some of the role holders
and
Questions for interviews the directory of
with line managers and HR competencies to
There is a leadership
model or competency Managers: ascertain if they cover all
model for the aspects
Do you have a competency of knowledge, attitudes,
company model for your own skills,
company? values, etc., and also
functional,
managerial, conceptual,
and
human relations.
 Ascertain from the
documents if
they describe the levels of
The competencies are each
competencies, and
comprehensive for Questions for interviews behavior
each role, and cover with line managers and HR
knowledge, attitudes, Managers: indicators.
skills, self concept,
Ascertain the extent to
values, traits, motives, How was it evolved? which the
etc.
line managers are familiar
with
the competency lists, and
details.

The Competency
Mapping Process
is Comprehensive
Questions for interviews
with line managers and HR
Managers:

Do you know the

competencies
required for your own job or
They cover technical, that of your juniors? Can
managerial, you
behavioral, and list the competencies for
conceptual aspects of your
the job. juniors?

How are you using them?

Probe
how they are being used for
PMS, recruitment,
promotions,
OD activities, training, etc

The levels of
competencies are
described.

The behavior
indicators are available
for each competency.
The organization has its own competency dictionary and/or directory.
Competency profiles
for jobs are reviewed
periodically

The competency For line managers and HR

mapping is used for managers:
recruitment, induction,
promotions, How do you use the
assessment centers, competency mapping lists Examine the interview
360 degree feedback, you records
performance have? or formats, selection
management, rewards processes,
The Competency and recognition, Explain their use for etc., and their use.
Mapping is Used compensation training,
management, and, recruitment, induction, and
Well for HR finally, OD and other all
Interventions HR interventions. other HR practices.

Observe any interviews

Training is based on competency mapping. taking place on the basis of
competencies: competency
based recruitment, etc.
 Interview HR managers and
line
managers:
How do you keep updating
and reviewing the
competency
profiles?

How do you incorporate

changes occurring due to Observe from the
The competency changes in technology, competency
profiles are changed as processes, new competition, directories and dictionaries
and when new jobs are and such other the dates on which they
created. developments were
requiring change of roles made.
and
competencies?

Do you keep revising your

appraisals and other
The systems?
What role does competency
Competencies mapping play? How
Mapped are frequently
Reviewed and do you change?
Updated
Periodically

Observe the satisfaction

levels
They are reviewed at least once in three years. of the line managers with
any
updation.

HODs and role holders participate in such reviews.

There is a dynamic review and updating system.

 The competency
profiles along with
tasks and activities are
displayed on the web,
or are internally
available to all
interested members.
ch
Records AUDIT Comments Comments

Get copies of competency

profiles YES
and examine the documents.

Examine the circulars and

other documents stating the YES
objectives.

Examine the competency

directory, competency
dictionary.
NO

Examine the PMS for

inclusion of the
competencies.
NO

YES

YES
 Look for details of the
training YES
conducted.

Examine the course-content

YES
coverage, and outcomes.

Seek documents of the

competencies mapped for
line
managers and examine
them.
NO

YES

YES

Examine written documents

like the competency
dictionary, competency
directory, performance
appraisal forms, and if they YES
contain the competencies
arrived through
competency mapping, etc.
Examine any circulars, etc.,
outlining the review and
renewal of the competency
directories.

All circulars and other

internal communications
in this regard may be
examined.

YES

Competencies identified are

used for identification of Lack of
YES skills,Assesment Reports

YES

YES
 YES

Training needs, assessment

forms, performance
appraisal
forms, induction program
inputs, promotion circulars,
assessment center exercises YES
and
reports, etc., could be
examined
to ascertain the extent to
which
they are competency-based.

YES

Get circulars, task force
announcements, and other
interventions made by the
HR
department.
Competency profiles are
revied every year when any
recruitment ar in need of
vacancies. Technological
YES changes happens rarely and
training is prrovided for some
senior employees in order to
be updated as per the
organisations needs

Examine the updated

competencies.

YES
Get any other information
supplied by the line
managers
or HR staff.
YES
YES
YES