Defining What Great Performance Looks Like
Competencies are more than skills. They define the knowledge, capabilities, behaviours and attributes that enable people to perform effectively in their roles.
Our Competency Mapping programme helps organisations identify the competencies required for each role, define observable behavioural indicators and use them across recruitment, performance management, development and succession planning.
ABOUT THE WORKSHOP
This practical and experiential programme takes participants through the competency mapping process—from understanding organisational and role requirements to developing competency frameworks and applying them in real HR and people-management processes.
WHAT WE EXPLORE
1. Understanding Competencies
- What is a competency?
- Knowledge, skills, abilities and behaviours
- Competencies vs. qualifications vs. job responsibilities
- Why competencies matter for organisational performance
2. Competencies & Organisational Strategy
- Connecting competencies with organisational vision and values
- Identifying capabilities critical for business success
- Core, functional and leadership competencies
- Building a competency architecture
3. Role-Based Competency Mapping
- Understanding the role and its purpose
- Identifying key responsibilities and success factors
- Mapping competencies to different roles and levels
- Differentiating competencies across job grades
4. Developing Competency Frameworks
- Core competencies
- Functional / technical competencies
- Behavioural competencies
- Leadership competencies
- Defining proficiency levels
5. Behavioural Indicators
- Converting competencies into observable behaviours
- What effective behaviour looks like at different levels
- Avoiding vague or subjective competency descriptions
- Creating practical behavioural indicators
6. Competency Assessment
- Assessing current competency levels
- Identifying competency gaps
- Self-assessment and manager assessment
- Evidence-based assessment
- Competency assessment tools and rating scales
7. Competencies & Performance
- Integrating competencies into PMS
- Linking KRA/KPI + Competencies + Values
- Measuring both What is achieved and How it is achieved
- Using competencies in performance conversations
8. Competencies & Development
- Converting competency gaps into development priorities
- Individual Development Plans (IDPs)
- Training and development interventions
- Coaching and mentoring
- Building a continuous capability-development culture
THE EXPERIENCE
Participants don’t merely learn how to create a competency dictionary.
They build and apply a competency framework using real organisational roles and situations.
The journey:
Role Purpose → Key Responsibilities → Critical Success Factors → Competencies → Proficiency Levels → Behavioural Indicators → Assessment → Development
OUTCOMES
Participants will be able to:
- Identify competencies critical to organisational success
- Develop role-based competency profiles
- Build core, functional and leadership competencies
- Define clear proficiency levels
- Develop observable behavioural indicators
- Identify competency gaps
- Integrate competencies with PMS
- Create competency-based development plans
- Use competency frameworks for recruitment, development and succession
THE SHIFT
From: Job descriptions
To: Role success profiles
From: Qualifications and experience
To: Capability and demonstrated behaviour
From: Subjective assessment
To: Observable evidence
From: Training based on assumptions
To: Development based on competency gaps
From: Competency framework as an HR document
To: Competency as a business and people-development tool
REFLECTION
“What does someone need to know, do and demonstrate to succeed in this role?”
That question is at the heart of effective Competency Mapping.