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COMPETENCY MAPPING SOFTWARE

Build a competency framework that doesn’t die in 12 months.

Competency mapping software that builds a framework your managers can actually use, using your job descriptions, industry benchmarks, and pre-built skill libraries to get started faster.

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Import your framework or build from 1,700+ pre-built skills

1,700+

Pre-built skills

300+

Competencies

12+

Industries

AI-assisted

Framework design

THE CHALLENGE

Why most competency frameworks die within 12 months

Most frameworks are built once, filed, and quietly ignored. Three things break them — and when the framework breaks, so do career paths and assessments.

The reality01

Built in spreadsheets or rigid HRIS tools

The moment roles change, the framework falls behind. No one owns it, no one updates it, and it quickly stops reflecting the real job.

With Huneety

A framework that stays current in Huneety

Huneety keeps the framework live, editable, and reviewed by managers as roles change.

The reality02

Disconnected from actual role requirements

Without manager input, competencies and skills drift away from what the role actually requires.

With Huneety

Locked in by the managers who use it

Every role profile goes through a Draft → Under Review → Approved workflow. Line managers approve or adjust before the framework goes live.

The reality03

Bloated with too many competencies

Long lists of 60+ competencies per role look thorough but measure nothing. Assessments become checkboxes, IDPs go nowhere.

With Huneety

Focused frameworks at the right granularity

Keep only the competencies that matter, and choose the right level of granularity for your company, from core competencies to sub-behaviors and technical skills.

WORKFLOW

From framework to outcomes in 4 steps

Every competency framework in Huneety follows the same path — but the source, granularity, and depth are yours to choose.

  1. Step 01

    Identify competencies

    Start from your job descriptions, from industry benchmarks in your geography, or from 1,700+ pre-built skills across 12+ industries.

  2. Step 02

    Choose your granularity

    Stay high-level with competencies only, or go deeper with sub-behaviors and technical skills. Start broad, add depth when you need it.

  3. Step 03

    Manager review and lock

    Role profiles flow to line managers for approval. They review, adjust, or flag. Once locked, the framework is the agreed standard.

  4. Step 04

    Deploy to roles and career paths

    Competencies flow down to individual roles, up to job families, and across career paths — so every role has a clear target.

One framework. Two outcomes.

Career pathing: the retention story

our framework defines what every role requires at every level. Employees see exactly where they stand against the role they want next. A Regional Sales Director needs Proficient (4/5) in Negotiation, Competent (3/5) in CRM, Expert (5/5) in Relationship Building. The path to VP of Sales is no longer a guessing game.

Assessment: the measurement standard

Every competency becomes a measurable dimension in 360° evaluations. The framework sets the bar for "good." Assessments measure against a real standard, not opinions.

One investment, two returns

When the framework goes stale, both break. Career paths mislead. Assessments miss. Huneety keeps the single source of truth alive so both keep delivering.
CURRENT ROLECAREER TARGETS62% ready2 gaps45% ready3 gaps38% ready3 gapsProject ManagerLevel 3 · EngineeringSenior PMLevel 4 · EngineeringProgram ManagerLevel 4 · PMOEngineering ManagerLevel 4 · EngineeringClick any role or readiness badge to explore

Click a role node to see its profile, or a readiness badge to see the gap breakdown for that career path.

Three ways to identify competencies

From job descriptions you already have

Upload your existing JDs. Huna AI parses responsibilities, required skills, and seniority signals, then drafts the competency map per role. What took months of interviews takes minutes.

From industry benchmarks in your geography

Pick your industry and country. Huneety gives you the competencies common to that sector in that market, so you start with a working draft instead of a blank page.

From 1,700+ pre-built skills across 12+ industries

Start from the Huneety taxonomy: 300+ competencies across 20 groups. Pick what fits. Adapt what doesn't. Skip the rest.

Already have a framework? Import and complete

Drop in your existing Excel or taxonomy. Huneety fills the gaps with proficiency levels and skill definitions. Your roles stay mapped to your data, never replaced by ours.

Competency Framework

3 roots · 7 competencies · 16 skills

Select an item to see details

Harmonize across countries and business units

Group templates set the standard

Build competency frameworks once at group level. Every country, business unit, and department inherits the same structure, so Stakeholder Management means the same thing in Singapore, Germany, and France.

Local templates stay in local hands

Your country HR teams adapt vocabulary, levels, and priorities to fit their market, without waiting on group approval for every change. Local edits stay local. Group standards stay protected.

Works for a single site or multiple

Run it for a single office with no hierarchy, or roll it out across multiple countries with group, regional, and local layers. The harmonization logic scales up as naturally as it scales down.
Group3 linked variants

Regional Sales Director

Shared across countries · 8 competencies · Locked by HR

  • 🇹🇭

    Sales · Bangkok

    Vocabulary in Thai · Negotiation 4/5

    LocalApproved
  • 🇮🇩

    Sales · Jakarta

    Stakeholder Mgmt 5/5 · +1 competency

    LocalApproved
  • 🇻🇳

    Sales · HCMC

    Forecasting 3/5 · vocab adapted

    LocalUnder review

Group sets the structure. Local variants adapt vocabulary, levels, and priorities — without breaking the shared framework.

Built by HR, approved by managers

Draft → Under review → Approved

HR drafts the role profile. Line managers review the competencies, propose level changes, or accept as-is. Every role profile passes through the same three states before it goes live.

Proposals, not overrides

Managers propose adjustments against the HR baseline. HR accepts or rejects each one. Version history keeps a full record, so you can see how a role profile evolved and why.

Locked when it matters

Once approved, the role profile locks. It only reopens when HR triggers a formal re-review. Assessments always run against an agreed standard, never a draft.

Role Profile Review

Locked

Regional Sales Director

Reviewed by Priya V. · Sales · 8 competencies

Draft

Under review

Pending HR

Approved

Manager adjustments

  • Negotiation
    3/5→4/5
  • Stakeholder Mgmt
    kept 4/5
  • Forecasting
    2/5→3/5

Version 2.1 · Locked Apr 13

3/3 resolved
WORKS WITH

Competency mapping is the foundation, everything else builds on it

Once the framework is locked, every competency becomes a measurable dimension in 360° assessments, and every gap becomes an input to individual development plans.

360° Assessment

Run multi-rater assessments that measure against your locked competency standards.

Learn more →

Individual Development Plans

Turn competency gaps into 70/20/10 development plans with manager validation.

Learn more →

Skills Analytics

See workforce-wide competency coverage, gap heat maps, and readiness across teams.

Learn more →

FAQ

Common questions about competency mapping

Competency mapping is the process of defining the skills, behaviors, and knowledge each role requires at each level. A competency framework becomes the measurement standard for assessments, the blueprint for career paths, and the input for individual development plans. Huneety builds the framework from your job descriptions, industry benchmarks, or 1,700+ pre-built skills in your vocabulary.
Minutes if you already have job descriptions or a framework to import. Days if you start from scratch with industry benchmarks. Get a first draft fast on your priority roles, then iterate from there. A typical setup runs three weeks from kickoff to a manager-approved framework across the organization.
Yes, that’s the default. Import your existing framework, adapt from the pre-built taxonomy, or write competencies from scratch. Huneety never forces you into a vendor taxonomy, you choose your own vocabulary.
Frameworks need reviews like any living system. Huneety opens each role profile for manager review on a cadence you set : annually, by business event, or after a major role change. Managers propose adjustments, HR approves, and the framework versions automatically. Old versions stay in history, active assessments always reference the locked standard.
Competency-level mapping: One target per competency. Negotiation at 4/5 for this role. Done. Skill-level mapping: Break the competency into its underlying skills, each with its own target. Negotiation becomes Contract negotiation, Price negotiation, and Stakeholder negotiation, each scored separately. Most organizations pick competency-level across the board, then add skill-level depth only where precision pays off, typically sales, engineering, and technical roles. Your decision.
Managers don't buy into something built without them. Huneety sends each role profile to the line manager to review. They adjust the competencies, propose level changes, or accept as-is. Once approved, the role locks and the manager is on the record as the approver. That's the difference between "HR's framework" and "our framework."
Yes. Set competency standards at group level, then let each country or business unit adapt vocabulary, levels, and priorities locally. The shared structure holds. The local expression flexes. Works for organizations with offices across multiple countries, and for small teams with a single site.
Yes. Core competencies sit above the role-specific layer and deploy to every job in the organization. Use them to measure culture fit, shared values, or baseline behaviors everyone should demonstrate, regardless of function or seniority. They run alongside role-specific competencies in every assessment, giving you one view of how each employee aligns to both their role and the organization as a whole.
RESOURCES

Continue learning about competency mapping

Topics

Competency framework examples

Real-world competency framework examples across industries — with level definitions and role applications.

The Dreyfus proficiency scale

How the 0–5 Dreyfus model works and why it’s the backbone of Huneety’s proficiency ratings.

Soft skills vs hard skills

Where each fits in a competency framework, and how to weight them for different role families.

From the blog

Why core competencies matter

The difference between core competencies, behavioral competencies, and technical skills — and why the framework needs all three.

What is competency mapping?

A plain-language walkthrough of competency mapping for HR leaders running their first framework program.

Competency framework examples

Seven role-family framework examples covering sales, engineering, operations, and leadership.

Explore the full Competency Mapping hub

Your competency framework, built to last

Book a demo. We'll show you how Huneety helps you build the framework for your unique organization.

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