In many African companies, employees are described as “versatile,” but this apparent flexibility often hides a lack of role structure, expectations, and skills. The result: overload, confusion, unanticipated departures, or stagnation of high-potential profiles.
Competency mapping is a strategic tool, accessible to companies of all sizes, for building strong, adaptable, and engaged teams.
Why implement competency mapping?
- Clearly visualize strengths, gaps, and redundancies in the organization.
- Identify key at-risk profiles (turnover, overload, skill obsolescence).
- Clarify internal career paths and prevent frustrations related to a lack of evolution.
- Better manage training plans and external recruitment.
How to proceed concretely?
Step 1: List competencies expected per role
- Technical (e.g., Excel, inventory management, web development…)
- Transversal (initiative, rigor, communication)
- Behavioral (stress management, autonomy, listening…)
Step 2: Evaluate employees
- Self-assessment cross-checked with manager evaluation (in a structured interview)
- Simple proficiency scale (1: needs training / 2: operational / 3: expert)
Step 3: Build a visual matrix
- Rows = employees | Columns = key competencies
- Simple rating with color codes or levels
What it allows HR managers or leaders to decide
- Train employees who can evolve internally.
- Recruit where there are structural gaps.
- Reorganize to better distribute workloads or value dormant potentials.
Bonus: The competency map is a powerful managerial dialogue tool, highly appreciated in HR reviews.
Talent2Africa has developed a simplified competency matrix model for African SMEs, usable today without complex tools or consultants.
Download our free SME competency matrix or contact our HR team for personalized support: contact@talent2africa.com