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Competency Mapping

Competency Mapping

Nurture & Retain your Talent

Using our competency mapping as part of your talent framework has many benefits

Better Hiring

reduction in early life attrition of new joinees

Better Productivity

greater productivity from top performers

Better Development

better development of leaders & managers


A competency is a collection of interdependent knowledge, skills and behaviors needed to get a particular job done productively. Every job requires a certain set of competencies that are instrumental in achieving results (performance).

Job specific ‘knowledge and skills’ are ‘what’ one needs to deliver results – often referred to as functional competence. Job specific ‘behaviors’ are ‘how’ one puts the knowledge and skills into action – often referred to as behavioral competencies.

Competency Definition

Functional Competencies

Functional competencies are specific to a particular department or type of job. Functional competencies describe the knowledge, skill, and/or abilities required to fulfil required job tasks, duties or responsibilities. At a broader level they may include qualifications in various faculties. For example: Marketing, Human Resources, Engineering, Finance, Operations, Manufacturing, etc. They also include industry specific and product specific knowledge areas

Digital & Social Media Marketing

Behavioral Competencies

Behavioral competencies are any behaviors, attitudes, or traits needed to achieve effective performance in a role. Behavioral competencies provide a substantial set of attributes needed in achieving optimal job performance or organizational success.

Results Orientation

Competency Mapping Example

Competency Mapping Definition

Competency mapping is the process of choosing competencies for a particular job or role based on the competency model being chosen. While the model provides the wireframe on which we set competencies, the mapping process itself creates role/level specific competencies within an organization.

Competency mapping provides for a more transparent and less biased method of managing people. Competency mapping also allows the people function to…

  • Define job requirements & job standards that are necessary for recruitment and selection.
  • Frame goal-oriented training through rigorous gap analysis and clear objectives.
  • Monitor the performance of employees across the departments and organization.
  • Make an informed promotion decision.
  • Support career and succession management.

A competency model is a framework of interrelated competencies needed by any organisational workforce. Synergogy offers 3 major competency model constructs depending on the size, structure, nature and industry sector of the organisation.

1.       Organisational Model

2.      Job Specific Model

3.       Hybrid Model 

Competency mapping can be done in scientific or non-scientific ways. Again, time, costs and validity are key components of deciding which method would be most apt for an organization. A Scientific method requires the use of psychometric tools being deployed across a range of stakeholders that work closely with the job. 

Non-scientific methods include using questionnaires and interviews as main methods of gaining information on critical competencies needed for a role. In either case, a thorough job analysis is key to creating a robust competency map.


Competencies can be assessed in multiple ways. Each method provides a certain amount of validity to those assessments. The choice of the method would always depend on the 3 critical factors of validity, cost and time.


Assessment Centres are your best bet when you are looking for most valid results. However, they require more time and costs are higher.


Both Multi Raters and Psychometrics are relatively cost effective. Multi-raters may take slightly longer since they may need customization.


Psychometrics do the trick here when it comes to quick deployment. However, choosing an apt tool with suitable reliability and validity is key.

How does one assess competencies?

Psychometric Assessments: Psychometric assessment is an objective, standard and logical method of measuring both behavioural traits and mental capabilities of a person. The assessments are cost-effective, objective as well as easy to administer, especially if one is faced with large numbers.

Assessment Centres: Assessment centres is a more elaborate affair where multiple assessors may come together to assess a particular set of competencies in an incumbent. The assessors judge a candidate’s behavior which can then serve as the basis for valuable predictions of a candidate’s potential.

Multi-Rater Assessments: A multi-rater assessment is an evaluation of a competency for an employee from multiple sources. Multiple sources may include the manager of the incumbent, direct reports and other peers with whom the incumbent works regularly.

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