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Competency mapping: the essential reference framework
Skills development

Competency mapping: the essential reference framework

Estelle
Content manager
December 13, 2021
3 min

If all roads lead to Rome, your assignment Napta tool will lead you to an optimal skills map! But first, you'll need to take a look at the skills repository, a must-have for every operations, HR or assignment manager. At Napta, we take a closer look at the importance of the skills repository to ensure the development of a skills map that's as close to your reality as possible. 


The competency framework, the basis for an optimal competency map

Before mapping the skills available in your company, the skills repository must be established in relation to these skills. Many parameters need to be taken into account and without a good repository, your search for the most suitable profile to carry out an assignment can quickly become time-consuming...


Short definition of a competence framework

A competency framework is a list of the competencies available and required in the company. In it, you differentiate between the know-how, the soft skills and the certifications of your employees. Technical skills, but also working and behavioural skills are expected.

Its name "repository" comes from the fact that it is the basis for the work of operations managers, HR managers and assignment. Most often taking the form of a dynamic table, it only takes one glance for an employee to go through it and identify the competences added to his or her profile. Once completed, all teams have access to the skills map. 


What is the use of a skills map in a company?

During a recruitment process or the creation of a project team, if the company has not carried out a complete inventory of the available competencies and skills, then this mission becomes a real headache. This is where competency mapping comes into play. 

Also, for service companies in particular, skills mapping makes it possible to quickly identify the most relevant and competent employees to work on a project. Managers and assignment have access to it and can, by selecting the appropriate search filters, find the ideal employee since the skills map: 

  • Develops a common language culture in the company. 
  • Concentrates all information from all employees in one place. It becomes easier to relay information and share it.
  • Enables career development to be proposed, thanks to the aspirations of employees, and monitors their progress. 
  • Accelerates decision making, thanks to objective data.
  • Ensures that employees have the right skills for the job they are doing or want to do.



Some examples of application in companies

In order to better understand the interest of the competency framework, we suggest you discover below some examples of its application in companies. 


An ideal tool for managers assignment, operations or HR

A assignment and competency management software such as Napta optimizes the search and analysis of suitable profiles, according to the positions requested. The competency map will create a unique ecosystem, in which professionals will be able to select, filter and verify the competencies of each person. In a few clicks, they can establish their expectations and objectives. 

This interest is multiple: saving time, setting up concrete search levers, synthesising the expected skills, filtering the profiles presented, etc. Project management thus becomes easier, since they can propose different profiles to their clients and, if necessary, defend their position. 

Discover the 5 steps to build a competency map that suits you.

At the heart of project planning

Competence mapping means project management! Many profiles are required to carry out the current project. This mapping makes it possible to draw up an exhaustive list of the skills and aptitudes expected, while at the same time matching them with the aspirations of the employees. 

Managers gain more autonomy when selecting profiles, which have all been checked. In addition, it allows the skills of employees to be kept up to date. Employees can report any newly acquired skills, which are checked and validated by their referent. 


A living tool

Your competency map is a living tool, in other words, a tool whose database is constantly evolving. It is constantly being enriched with new skills and aptitudes, as well as new collaborators waiting for projects. 

In addition, your competency framework is updated when :

  • Ad hoc evaluations at the end of the project, 
  • Proposal of new competences in the reference framework, 
  • Emails sent to the divisions to inform them of these new skills, which allow employees to add to their map in a few clicks. 

To ensure the consistency of your mapping and its regular updating, we recommend organising a committee every six months. This committee is made up of all the project stakeholders, with a view to adding new skills to their repository. 


Conclusion

The skills mapping cannot be dissociated from the reference framework. Based on a global approach, the mapping can be seen as the result of a funnel method: we start from a global reflection, to meet on the most important. The difference is that it is alive and kicking, and is constantly being updated in line with the company, the employee's sector of activity, etc. 

The competency framework is one of tomorrow's tools for carrying out all your projects, whatever their scale and objectives. 

Would you like to find out more? We've got plenty of resources to help you go further.

To complement this topic, read our white paper "Which metrics should you follow to manage your assignment and improve your decision-making?

See also our guides, templates and checklists in the Resources tab.

See you soon at Napta!

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