A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills.

Competency mapping is the process of figuring out what competencies, or underlying characteristics that let you perform at or above expectations, are critical to success. It also involves putting those competencies to work for you in other processes you may have in your business, such as accounting or recruitment.

Competency mapping is defined as the process of identifying the specific skills, abilities, knowledge, and behaviours that are required to operate effectively and efficiently in a specific job or organization. Anticipate developmental needs to keep organization ‘future-ready’.

Competency: The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in organizational success. To understand competencies, it is important to define the various components of competencies.

The definition of competence is your skill or ability in a specific field or subject, or being able to do something well or to being sane enough to stand trial in court. An example of competence is when a pianist has the ability to play the piano well.

Core Competencies

• Self-Awareness. Understanding your emotions and thoughts and how they influence your behavior.
• Self-Management. The ability to regulate your emotions and behaviors in different situations and to set and work toward goals.
• Responsible Decision-Making.
• Social Awareness.
• Relationship Skills.

The National Association of Colleges and Employers (NACE) recently released a fact sheet defining 7 core competencies that form career readiness:

• Critical Thinking/Problem Solving.
• Oral/Written Communications.
• Teamwork/Collaboration.
• Information Technology Application.
• Leadership.
• Professionalism/Work Ethic.
• Career Management.

How do skills and competencies differ? Skills are the specific learned abilities that you need to perform a given job well. Competencies, on the other hand, are the person’s knowledge and behaviours that lead them to be successful in a job.

Transversal Competencies are competencies that are transferable between jobs. They are what used to be described as “experience”. Some people have labelled them ‘soft skills’ or ’emotional intelligence’. They are not job or sector-specific skills.

Some examples of transversal competences are: leadership, communication, problem-solving, teamwork and creativity competences, among others; (ii) specific or technical competences, which are applicable only in the environment for which they were developed.

diversity, intercultural understanding, etc.) Definition of ‘transversal competencies’ has six domains: 1) critical and innovative thinking, 2) interpersonal skills, 3) intrapersonal skills, 4) global citizenship, 5) media and Information literacy, and 6) others.

The idea of a transversal, or transversal thinking, allows us to view and interact with objects and material without preconceived barriers. For example, the way we now engage with journalism has altered due to the various transversals that have changed the industry that once existed.

Transversal skills typically have high transferability across different jobs and sectors. Although the indicator identifies only jobs in which transversal skills are deemed to be essential, transversal skills are very important for a higher share of EU28 jobs.

Transversal skills are divided into two components: and (2) ‘workplace skills’ covering communication skills, application of numeracy, and IT skills.