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Competency Mapping and Job Analysis services

We believe competency is the combination of those things identified as essential to the long term development of an organisation. At the individual level, it is the behaviours, skills and knowledge that are required to deliver performance excellence and ultimately business success.

Contact us today on 1800 633 560 or email to to discuss your requirements with us further.

Competency Mapping

Our approach

In partnership with you and your organisation’s Senior Leadership Team, our approach is as follows

skills competency analysis

What is Competency Mapping?

Competency Mapping is the process of identifying key competencies for an organisation and/or a job family/role that have been identified as being critical to the on-going success of the organisation. The identified competencies are then incorporated throughout various people-related processes of the organisation (e.g. job evaluation, recruitment, learning and development, performance management).

We believe Competency is the combination of those things identified as essential to the long term development of an organisation. At the individual level, it is the …

skills competency analysis

Why is competency mapping important

  • To guide direction
  • To Increase productivity
  • They are measurable - to improve work performance
  • Competencies can be learned; they can distinguish and differentiate your organisation
  • They can help to integrate management practices
  • Employees know and understand what is expected of them
  • Help to focus on organisational objectives

Job analysis services

Methods of Job Analysis

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job.

An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.

The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures and practices such as learning and development, selection, remuneration and reward, and performance review.

Several methods exist that may be used individually or in combination. These include:

  • review of job classification systems
  • incumbent interviews
  • supervisor interviews
  • expert panels
  • structured questionnaires
  • task inventories
  • check lists
  • open-ended questionnaires
  • observation
  • incumbent work logs
  • A typical method of Job Analysis would be to give the incumbent a simple questionnaire to identify job duties, responsibilities, equipment used, work relationships, and work environment. The completed questionnaire would then be used to assist the Job Analyst who would then conduct an interview of the incumbent(s). A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications.

    The method that you may use in Job Analysis will depend on practical concerns such as type of job, number of jobs, number of incumbents, and location of jobs.

Determining Learning and Development Needs

Job Analysis can be used in learning and development (training) "needs assessment" to identify or develop:

  • training content
  • assessment tests to measure effectiveness of training
  • equipment to be used in deliver the training
  • methods of training (i.e., small group, computer-based, video, classroom...)

Remuneration and rewards

Job Analysis can be used in compensation to identify or determine:

  • skill levels
  • remuneration job factors
  • work environment (e.g., hazards; attention; physical effort)
  • responsibilities (e.g., fiscal; supervisory)
  • required level of education (indirectly related to salary level)

Selection Procedures

Job Analysis can be used in selection procedures to identify or develop:

  • job duties that should be included in advertisements of vacant positions;
  • appropriate remuneration level for the position to help determine what remuneration should be offered to a candidate;
  • minimum requirements (education and/or experience) for screening applicants;
  • interview questions;
  • selection tests/instruments (e.g., written tests; oral tests; job simulations);
  • applicant appraisal/evaluation forms;
  • orientation materials for applicants/new hires

Performance Review

Job Analysis can be used in performance review to identify or develop:

  • goals and objectives
  • performance standards
  • evaluation criteria
  • length of probationary periods
  • duties to be evaluated

What Aspects of a Job Are Analyzed?

Job Analysis should collect information on the following areas:

  • Duties and Tasks The basic unit of a job is the performance of specific tasks and duties. Information to be collected about these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc.
  • Environment This may have a significant impact on the physical requirements to be able to perform a job. The work environment may include unpleasant conditions such as offensive odours and temperature extremes. There may also be definite risks to the incumbent such as noxious fumes, radioactive substances, hostile and aggressive people, and dangerous explosives.
  • Tools and Equipment Some duties and tasks are performed using specific equipment and tools. Equipment may include protective clothing. These items need to be specified in a Job Analysis.
  • Relationships Supervision given and received. Relationships with internal or external people.
  • Requirements The knowledge, skills, and abilities (KSA's) required to perform the job. While an incumbent may have higher KSA's than those required for the job, a Job Analysis typically only states the minimum requirements to perform the job.

Why Swinburne?

  • We have an extensive network of highly skilled and experienced industry consultants.
  • We offer you cost effective, flexible and timely solutions for any of your competency mapping and job analysis requirements.
  • We are committed to our customers and to providing excellence in customer service.