What is a job analysis and how does it relate to competency mapping?

• A. Job analysis defines tasks and responsibilities; competency mapping links those tasks to the skills and behaviors needed for effective performance.
• B. Job analysis primarily determines salary ranges.
• C. Competency mapping replaces job descriptions entirely.
• D. Job analysis is about company financials.

Answer: (A)

Understanding how job analysis and competency mapping relate helps you see how HR turns a role into actionable criteria. Job analysis identifies the tasks, duties, responsibilities, and requirements of a role, giving a clear description of what the job entails. Competency mapping takes that information and links each task to the specific skills, knowledge, abilities, and behaviors needed to perform it effectively. This pairing makes HR processes concrete: you know not only what needs to be done, but what capabilities are needed to do it well, and at what proficiency level.

For example, if a project manager must plan, coordinate, and monitor progress, competency mapping would specify the corresponding competencies like strategic thinking, clear communication, risk management, and leadership. That shows why the correct choice is the best: it accurately states that analysis defines tasks and responsibilities, while mapping ties those tasks to the skills and behaviors required for effective performance.

The other statements don’t fit because salary decisions, replacing job descriptions, or focusing on company financials aren’t the purpose of job analysis and competency mapping.