{"id":28533,"date":"2022-02-08T11:52:36","date_gmt":"2022-02-08T10:52:36","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=28533"},"modified":"2026-08-11T13:24:07","modified_gmt":"2026-08-11T12:24:07","slug":"mapeamento-de-competencias","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/pt\/mapeamento-de-competencias\/","title":{"rendered":"Mapeamento de compet\u00eancias: como criar o mapa e identificar gaps na equipe"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">O <strong>mapeamento de compet\u00eancias<\/strong> compara o que cada cargo exige com o n\u00edvel atual da equipe. O diagn\u00f3stico mostra quais conhecimentos, habilidades e comportamentos precisam ser desenvolvidos, contratados ou realocados.<\/p>\n\n\n<div class=\"bzn-pie\"><div class=\"donut-pie\"><svg version=\"1.1\" class=\"donut-pie-svg\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" x=\"0px\" y=\"0px\" viewBox=\"0 0 256 256\" style=\"enable-background:new 0 0 256 256;\" xml:space=\"preserve\"><circle style=\"fill:none;stroke:#E2E4E9;stroke-width:5;stroke-miterlimit:10;\" cx=\"128\" cy=\"128\" r=\"111.5\"\/><circle style=\"fill:none;stroke:#7D9DEA;stroke-width:15;stroke-linecap:round;stroke-miterlimit:10;stroke-dasharray:91,999;\" cx=\"128\" cy=\"128\" r=\"111.5\"\/><text transform=\"matrix(1 0 0 1 63.7307 154.5616)\" style=\"fill:#1E2941; font-family:'Plus Jakarta Sans'; font-size: 70px; font-weight: 600; line-height: 56px;\">13<\/text><text transform=\"matrix(1 0 0 1 146.7307 140.5616)\" style=\"fill:#667085;font-family:'Nunito Sans'; font-size:50px; font-weight: 400; line-height: 56px; \">%<\/text><\/svg><\/div><p class=\"cnt\" markdown=\"1\">Segundo <a href=\"https:\/\/www.weforum.org\/publications\/the-future-of-jobs-report-2025\/in-full\/3-skills-outlook\/\" target=\"_blank\" rel=\"nofollow noopener\" data-wpel-link=\"external\">F\u00f3rum Econ\u00f4mico Mundial<\/a>, <b>39% das compet\u00eancias essenciais<\/b> devem mudar at\u00e9 2030.<\/p><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Para o gestor, isso exige uma <strong>vis\u00e3o atualizada das capacidades dispon\u00edveis na empresa<\/strong> e das lacunas que podem comprometer os pr\u00f3ximos objetivos.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">O que \u00e9 mapeamento de compet\u00eancias?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O mapeamento de compet\u00eancias identifica os conhecimentos, as habilidades e os comportamentos necess\u00e1rios para executar cada fun\u00e7\u00e3o. Depois, compara esses requisitos com as compet\u00eancias demonstradas pelos profissionais.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Existem nomenclaturas no setor que costumam ser confundidas no dia a dia:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Dicion\u00e1rio de compet\u00eancias:<\/strong> \u00e9 o reposit\u00f3rio que conceitua o que significa cada compet\u00eancia e quais comportamentos observ\u00e1veis a definem em cada n\u00edvel.<\/li>\n\n\n\n<li><strong>Mapeamento de compet\u00eancias:<\/strong> \u00e9 o processo investigativo de levantamento, mensura\u00e7\u00e3o e an\u00e1lise de dados.<\/li>\n\n\n\n<li><strong>Matriz de compet\u00eancias:<\/strong> \u00e9 o documento gr\u00e1fico ou tabela que registra o n\u00edvel de dom\u00ednio de cada pessoa em cada compet\u00eancia.<\/li>\n<\/ul>\n\n\n\n<bzn-info><a href=\"\/blog\/pt\/matriz-de-competencia\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"internal\"><span class=\"bzn-note-title\"><strong>Matriz de Compet\u00eancia<\/strong><\/span><br \/>Veja como acessar as habilidades dos seus colaboradores para criar melhores equipes de trabalho.<\/a><\/bzn-info>\n\n\n\n<h3 class=\"wp-block-heading\">Mapa, matriz e dicion\u00e1rio de compet\u00eancias<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Esses recursos fazem parte do mesmo processo, mas n\u00e3o s\u00e3o sin\u00f4nimos:<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><thead><tr><th>Recurso<\/th><th>Fun\u00e7\u00e3o<\/th><\/tr><\/thead><tbody><tr><td><strong>Mapeamento<\/strong><\/td><td>Identifica, avalia e compara compet\u00eancias<\/td><\/tr><tr><td><strong>Mapa de compet\u00eancias<\/strong><\/td><td>Mostra as compet\u00eancias dispon\u00edveis e necess\u00e1rias<\/td><\/tr><tr><td><strong>Matriz de compet\u00eancias<\/strong><\/td><td>Cruza cargos, pessoas, compet\u00eancias e n\u00edveis<\/td><\/tr><tr><td><strong>Dicion\u00e1rio de compet\u00eancias<\/strong><\/td><td>Padroniza conceitos e comportamentos esperados<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">O mapeamento produz o diagn\u00f3stico. O mapa apresenta o cen\u00e1rio encontrado. A <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/matriz-de-competencia\/\" data-wpel-link=\"internal\" target=\"_blank\">matriz de compet\u00eancias<\/a> organiza os dados para an\u00e1lise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Para que serve o mapa de compet\u00eancias?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O mapa ajuda o gestor a decidir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quem precisa ser desenvolvido;<\/li>\n\n\n\n<li>Quais perfis devem ser contratados;<\/li>\n\n\n\n<li>Quem est\u00e1 preparado para uma promo\u00e7\u00e3o;<\/li>\n\n\n\n<li>Onde h\u00e1 risco de sucess\u00e3o;<\/li>\n\n\n\n<li>Quais treinamentos devem receber prioridade;<\/li>\n\n\n\n<li>Se uma equipe possui as capacidades exigidas pela estrat\u00e9gia.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Sem esse diagn\u00f3stico, o RH tende a contratar e treinar com base em demandas isoladas. O mapa conecta essas decis\u00f5es \u00e0s necessidades reais dos cargos e da empresa.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">O Framework CHA<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A estrutura cl\u00e1ssica para organizar as compet\u00eancias dividi-las em tr\u00eas dimens\u00f5es:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>C \u2014 Conhecimento (Saber):<\/strong> o dom\u00ednio te\u00f3rico, forma\u00e7\u00e3o acad\u00eamica, certifica\u00e7\u00f5es e conceitos t\u00e9cnicos exigidos pela fun\u00e7\u00e3o.<\/li>\n\n\n\n<li><strong>H \u2014 Habilidade (Saber fazer):<\/strong> a capacidade pr\u00e1tica de aplicar o conhecimento em situa\u00e7\u00f5es reais, operar ferramentas e gerar resultados.<\/li>\n\n\n\n<li><strong>A \u2014 Atitude (Querer fazer):<\/strong> o aspecto comportamental, como proatividade, comunica\u00e7\u00e3o assertiva, resili\u00eancia e adapta\u00e7\u00e3o.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/br\/avaliacao-desempenho\/\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1143\" height=\"1032\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1.webp\" alt=\"Relato\u0301rio de avaliac\u0327a\u0303o por compete\u0302ncias\" class=\"wp-image-24771\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1.webp 1143w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1-300x271.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1-1024x925.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1-768x693.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1-810x731.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/Relatorios-de-avaliacao-de-talento-e-competencia-1-1140x1029.webp 1140w\" sizes=\"(max-width: 1143px) 100vw, 1143px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Tipos de compet\u00eancias avaliadas<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As compet\u00eancias observadas dentro da organiza\u00e7\u00e3o dividem-se em diferentes categorias funcionais:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Hard skills (T\u00e9cnicas)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">S\u00e3o os conhecimentos espec\u00edficos e mensur\u00e1veis adquiridos por meio de instru\u00e7\u00e3o formal ou pr\u00e1tica operacional.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Exemplos na gest\u00e3o de pessoas:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>An\u00e1lise de dados e interpreta\u00e7\u00e3o de <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/kpis-rh\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">KPIs de RH<\/a>.<\/li>\n\n\n\n<li>Opera\u00e7\u00e3o de sistemas de gest\u00e3o como software de recrutamento e sele\u00e7\u00e3o ou ATS.<\/li>\n\n\n\n<li>Conhecimento da legisla\u00e7\u00e3o trabalhista e normas regulamentadoras.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Soft skills (Comportamentais)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Envolvem aptid\u00f5es socioemocionais e padr\u00f5es de comportamento que determinam como o profissional trabalha em equipe e lida com problemas. Entenda mais sobre a diferen\u00e7a no artigo sobre <a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.bizneo.com\/blog\/pt\/soft-skills-e-hard-skills\/\" data-wpel-link=\"internal\">hard skills e soft skills<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Exemplos:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Escuta ativa e intelig\u00eancia emocional.<\/li>\n\n\n\n<li>Capacidade de negocia\u00e7\u00e3o e resolu\u00e7\u00e3o de conflitos.<\/li>\n\n\n\n<li>Gest\u00e3o do tempo e autonomia.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/br\/software-recrutamento-selecao\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1364\" height=\"808\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia.png\" alt=\"testes psicome\u0301tricos de intelige\u0302ncia\" class=\"wp-image-24776\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia.png 1364w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia-300x178.png 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia-1024x607.png 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia-768x455.png 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia-810x480.png 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/08\/testes-psicometricos-de-inteligencia-1140x675.png 1140w\" sizes=\"(max-width: 1364px) 100vw, 1364px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Compet\u00eancias Organizacionais vs. Funcionais<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Funcionais:<\/strong> espec\u00edficas de uma \u00e1rea ou cargo (ex: compet\u00eancias de vendas para o time comercial vs. compet\u00eancias de compliance para o jur\u00eddico).<\/li>\n\n\n\n<li><strong>Organizacionais (ou Core):<\/strong> compet\u00eancias alinhadas \u00e0 cultura e aos valores da empresa, exigidas de todos os colaboradores, independentemente da \u00e1rea.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Como fazer um mapeamento de compet\u00eancias<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/br\/avaliacao-desempenho\/\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1125\" height=\"969\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Avaliacao-de-desempenho-por-competencias.webp\" alt=\"Avalia\u00e7\u00e3o de desempenho por compet\u00eancias\" class=\"wp-image-21628\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Avaliacao-de-desempenho-por-competencias.webp 1125w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Avaliacao-de-desempenho-por-competencias-300x258.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Avaliacao-de-desempenho-por-competencias-1024x882.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Avaliacao-de-desempenho-por-competencias-768x662.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Avaliacao-de-desempenho-por-competencias-810x698.webp 810w\" sizes=\"(max-width: 1125px) 100vw, 1125px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">1. Comece pelas decis\u00f5es<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Defina o que a empresa pretende fazer com o resultado. O objetivo pode ser melhorar contrata\u00e7\u00f5es, preparar sucessores, revisar cargos ou direcionar treinamentos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O escopo deve acompanhar essa decis\u00e3o. Come\u00e7ar por cargos cr\u00edticos ou por uma \u00fanica \u00e1rea costuma produzir resultados mais \u00fateis do que mapear toda a empresa de uma vez.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Analise o cargo real<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Revise a descri\u00e7\u00e3o do cargo, mas n\u00e3o dependa apenas dela. Considere as tarefas executadas, as metas, os indicadores e os problemas que a pessoa precisa resolver.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Converse com o gestor da \u00e1rea e com profissionais experientes na fun\u00e7\u00e3o. O objetivo \u00e9 descobrir quais compet\u00eancias explicam uma boa entrega, n\u00e3o apenas reproduzir uma descri\u00e7\u00e3o antiga.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Crie o dicion\u00e1rio de compet\u00eancias<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Registre uma defini\u00e7\u00e3o \u00fanica para cada compet\u00eancia. Inclua os comportamentos esperados e os cargos aos quais ela se aplica.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tamb\u00e9m vale separar:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Compet\u00eancias obrigat\u00f3rias:<\/strong> necess\u00e1rias para exercer a fun\u00e7\u00e3o;<\/li>\n\n\n\n<li><strong>Compet\u00eancias diferenciadoras:<\/strong> associadas a resultados acima da m\u00e9dia.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Essa distin\u00e7\u00e3o evita que o gestor trate todos os requisitos como igualmente importantes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Defina os n\u00edveis esperados<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Uma escala de cinco n\u00edveis pode ser suficiente:<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><thead><tr><th>N\u00edvel<\/th><th>Crit\u00e9rio<\/th><\/tr><\/thead><tbody><tr><td><strong>1 \u2014 Inicial<\/strong><\/td><td>Conhece o tema, mas precisa de orienta\u00e7\u00e3o<\/td><\/tr><tr><td><strong>2 \u2014 B\u00e1sico<\/strong><\/td><td>Executa atividades simples com apoio<\/td><\/tr><tr><td><strong>3 \u2014 Intermedi\u00e1rio<\/strong><\/td><td>Trabalha com autonomia em situa\u00e7\u00f5es recorrentes<\/td><\/tr><tr><td><strong>4 \u2014 Avan\u00e7ado<\/strong><\/td><td>Resolve situa\u00e7\u00f5es complexas e orienta colegas<\/td><\/tr><tr><td><strong>5 \u2014 Refer\u00eancia<\/strong><\/td><td>Define padr\u00f5es e desenvolve outras pessoas<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">A escala deve descrever comportamentos, n\u00e3o usar apenas r\u00f3tulos. Essa l\u00f3gica, conhecida como <strong>BARS<\/strong>, reduz a subjetividade porque mostra o que cada nota representa na pr\u00e1tica.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Avalie a equipe<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A avalia\u00e7\u00e3o pode combinar:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>An\u00e1lise do gestor;<\/li>\n\n\n\n<li>Autoavalia\u00e7\u00e3o;<\/li>\n\n\n\n<li>Testes t\u00e9cnicos;<\/li>\n\n\n\n<li>Indicadores de desempenho;<\/li>\n\n\n\n<li>Entrevistas comportamentais;<\/li>\n\n\n\n<li>Avalia\u00e7\u00e3o 180 ou 360 graus.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/avaliacao-por-competencia\/\" data-wpel-link=\"internal\" target=\"_blank\">avalia\u00e7\u00e3o por compet\u00eancias<\/a> mede diretamente a dist\u00e2ncia entre o comportamento demonstrado e o esperado.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Para cargos de lideran\u00e7a, a <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/avaliacao-360-graus\/\" data-wpel-link=\"internal\" target=\"_blank\">avalia\u00e7\u00e3o 360 graus<\/a> pode revelar diferen\u00e7as entre a percep\u00e7\u00e3o do gestor, dos pares e dos liderados.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">6. Calcule os gaps<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">O c\u00e1lculo b\u00e1sico \u00e9:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Gap = n\u00edvel esperado \u2212 n\u00edvel atual<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se um cargo exige n\u00edvel 5 em planejamento e o profissional possui n\u00edvel 3, existe um gap de 2 pontos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O n\u00famero sozinho n\u00e3o define a prioridade. O gestor tamb\u00e9m deve avaliar o impacto da compet\u00eancia nas metas, o risco operacional e o prazo dispon\u00edvel para desenvolv\u00ea-la.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.bizneo.com\/br\/avaliacao-desempenho\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"747\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/11\/Plano-de-treinamento-e-desenvolvimento-1725279054000-1024x747.webp\" alt=\"software de avalia\u00e7\u00e3o de desempenho com PDI\" class=\"wp-image-63922\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/11\/Plano-de-treinamento-e-desenvolvimento-1725279054000-1024x747.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/11\/Plano-de-treinamento-e-desenvolvimento-1725279054000-300x219.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/11\/Plano-de-treinamento-e-desenvolvimento-1725279054000-768x560.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/11\/Plano-de-treinamento-e-desenvolvimento-1725279054000.webp 1500w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Exemplo de mapa de compet\u00eancias<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Considere a avalia\u00e7\u00e3o de uma lideran\u00e7a comercial:<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><thead><tr><th>Compet\u00eancia<\/th><th>Esperado<\/th><th>Atual<\/th><th>Gap<\/th><th>Decis\u00e3o<\/th><\/tr><\/thead><tbody><tr><td>An\u00e1lise de indicadores<\/td><td>4<\/td><td>2<\/td><td>2<\/td><td>Treinamento e aplica\u00e7\u00e3o supervisionada<\/td><\/tr><tr><td>Gest\u00e3o de conflitos<\/td><td>4<\/td><td>3<\/td><td>1<\/td><td>Mentoria<\/td><\/tr><tr><td>Planejamento da equipe<\/td><td>5<\/td><td>3<\/td><td>2<\/td><td>PDI priorit\u00e1rio<\/td><\/tr><tr><td>Comunica\u00e7\u00e3o comercial<\/td><td>4<\/td><td>4<\/td><td>0<\/td><td>Manter e compartilhar pr\u00e1ticas<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">An\u00e1lise de indicadores e planejamento apresentam o mesmo gap. Ainda assim, podem receber prioridades diferentes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se a empresa precisa revisar sua previs\u00e3o comercial no pr\u00f3ximo trimestre, an\u00e1lise de indicadores exige interven\u00e7\u00e3o imediata. A prioridade vem da rela\u00e7\u00e3o entre o gap e a estrat\u00e9gia.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Como priorizar os gaps?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O gestor pode classificar cada lacuna por dois crit\u00e9rios:<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><thead><tr><th>Impacto<\/th><th>Urg\u00eancia<\/th><th>Tratamento<\/th><\/tr><\/thead><tbody><tr><td>Alto<\/td><td>Alta<\/td><td>A\u00e7\u00e3o imediata<\/td><\/tr><tr><td>Alto<\/td><td>Baixa<\/td><td>Plano estruturado<\/td><\/tr><tr><td>Baixo<\/td><td>Alta<\/td><td>Solu\u00e7\u00e3o pontual<\/td><\/tr><tr><td>Baixo<\/td><td>Baixa<\/td><td>Monitoramento<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Esse filtro evita o uso indiscriminado de treinamentos. A empresa concentra recursos nas compet\u00eancias que afetam resultados, continuidade operacional ou execu\u00e7\u00e3o da estrat\u00e9gia.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">M\u00e9todos para coletar e validar informa\u00e7\u00f5es<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A precis\u00e3o do mapeamento depende de instrumentos estruturados para evitar a subjetividade dos avaliadores:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Avalia\u00e7\u00e3o de desempenho com escala BARS:<\/strong> associa notas num\u00e9ricas a comportamentos concretos e observ\u00e1veis no trabalho, evitando notas baseadas apenas em percep\u00e7\u00f5es pessoais.<\/li>\n\n\n\n<li><strong>Entrevistas comportamentais (M\u00e9todo STAR):<\/strong> investiga Situa\u00e7\u00f5es, Tarefas, A\u00e7\u00f5es e Resultados vividos pelos colaboradores no passado para comprovar a presen\u00e7a de compet\u00eancias espec\u00edficas.<\/li>\n\n\n\n<li><strong>Testes psicom\u00e9tricos:<\/strong> medem tra\u00e7os de personalidade, estilos de comunica\u00e7\u00e3o e capacidade anal\u00edtica, complementando a vis\u00e3o do gestor.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">O m\u00f3dulo de <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/gestao-por-competencias\/\" target=\"_blank\" rel=\"noreferrer noopener\" data-wpel-link=\"internal\">gest\u00e3o por compet\u00eancias<\/a> e desenvolvimento da <strong>Bizneo HR<\/strong> automatiza esse fluxo ao cruzar as exig\u00eancias de cada fun\u00e7\u00e3o com os resultados das avalia\u00e7\u00f5es. O sistema gera matrizes de gap autom\u00e1ticas por colaborador, departamento ou empresa e cria PDIs integrados diretamente ao plano de treinamento.<\/p>\n\n\n\n<div id=\"cbox-Y96l2ZiWPVgq8Tzs\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Desenvolver, contratar ou realocar?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Nem todo gap deve gerar um curso.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Desenvolver<\/strong> faz sentido quando a compet\u00eancia pode ser adquirida no prazo necess\u00e1rio. A a\u00e7\u00e3o deve entrar em um <a href=\"https:\/\/www.bizneo.com\/blog\/pt\/pdi\/\" data-wpel-link=\"internal\" target=\"_blank\">Plano de Desenvolvimento Individual<\/a> com meta, prazo e forma de acompanhamento.<\/li>\n\n\n\n<li><strong>Contratar<\/strong> \u00e9 mais adequado quando a capacidade n\u00e3o existe internamente ou quando a empresa n\u00e3o pode esperar pelo desenvolvimento.<\/li>\n\n\n\n<li><strong>Realocar<\/strong> pode resolver o problema quando a compet\u00eancia j\u00e1 est\u00e1 presente em outra equipe. O mapa ajuda a localizar esse conhecimento antes de abrir uma nova vaga.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Para cargos cr\u00edticos, o resultado tamb\u00e9m deve alimentar o plano de sucess\u00e3o. Um gap sem sucessor preparado<strong> representa um risco maior do que uma lacuna isolada de desenvolvimento.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quando atualizar o mapa?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Uma <strong>revis\u00e3o anual<\/strong> costuma atender cargos est\u00e1veis. O mapa deve ser revisto antes disso quando houver:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Mudan\u00e7a de estrat\u00e9gia;<\/li>\n\n\n\n<li>Ado\u00e7\u00e3o de nova tecnologia;<\/li>\n\n\n\n<li>Reestrutura\u00e7\u00e3o de \u00e1reas;<\/li>\n\n\n\n<li>Cria\u00e7\u00e3o ou altera\u00e7\u00e3o de cargos;<\/li>\n\n\n\n<li>Queda recorrente de desempenho;<\/li>\n\n\n\n<li>Expans\u00e3o para novos mercados.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Atualizar somente durante o ciclo de avalia\u00e7\u00e3o pode deixar a empresa trabalhando com requisitos que j\u00e1 n\u00e3o correspondem \u00e0 opera\u00e7\u00e3o.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Erros comuns no mapeamento<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O erro mais frequente <strong>\u00e9 criar uma lista gen\u00e9rica<\/strong> e aplic\u00e1-la a todos os cargos. Se todas as fun\u00e7\u00f5es exigem as mesmas compet\u00eancias e os mesmos n\u00edveis, o mapa n\u00e3o representa o trabalho real.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tamb\u00e9m prejudicam o diagn\u00f3stico:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Avaliar pessoas antes de definir o cargo;<\/li>\n\n\n\n<li>Usar compet\u00eancias sem comportamentos observ\u00e1veis;<\/li>\n\n\n\n<li>Depender apenas da autoavalia\u00e7\u00e3o;<\/li>\n\n\n\n<li>Tratar todos os gaps como urgentes;<\/li>\n\n\n\n<li>Criar treinamentos sem prazo ou crit\u00e9rio de evolu\u00e7\u00e3o;<\/li>\n\n\n\n<li>N\u00e3o revisar o mapa ap\u00f3s mudan\u00e7as na empresa.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/br\/avaliacao-desempenho\/\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1500\" height=\"1109\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos.webp\" alt=\"Avalia\u00e7\u00e3o de desempenho por objetivos\" class=\"wp-image-21629\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos.webp 1500w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos-300x222.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos-1024x757.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos-768x568.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos-810x599.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Sistema-com-avaliacao-por-objetivos-1140x843.webp 1140w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Benef\u00edcios do mapeamento para a gest\u00e3o e o RH<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Treinamentos mais eficientes:<\/strong> elimina o investimento em cursos gen\u00e9ricos, direcionando os recursos para as defici\u00eancias reais da equipe.<\/li>\n\n\n\n<li><strong>Avalia\u00e7\u00f5es objetivas:<\/strong> embasa as revis\u00f5es de desempenho em crit\u00e9rios mensur\u00e1veis, reduzindo o vi\u00e9s de afinidade nas decis\u00f5es de promo\u00e7\u00e3o.<\/li>\n\n\n\n<li><strong>Contrata\u00e7\u00f5es assertivas:<\/strong> alinha os crit\u00e9rios dos processos seletivos \u00e0s compet\u00eancias que o departamento realmente necessita desenvolver.<\/li>\n\n\n\n<li><strong>Reten\u00e7\u00e3o de talentos:<\/strong> oferece clareza aos colaboradores sobre os requisitos necess\u00e1rios para progredir na carreira, aumentando o engajamento interno.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Digitalizar o mapeamento de compet\u00eancias garante ao RH um diagn\u00f3stico cont\u00ednuo da equipe, permitindo tomar decis\u00f5es estrat\u00e9gicas com base em dados consolidados em vez de percep\u00e7\u00f5es isoladas.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/br\/demo\/performance\/?utm_content=post-banner-grande\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1360\" height=\"408\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho.jpg\" alt=\"Software de avalia\u00e7\u00e3o de desempenho\" class=\"wp-image-21488\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho-300x90.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho-1024x307.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho-768x230.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho-810x243.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/04\/Software-avaliacao-desempenho-1140x342.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>O mapeamento de compet\u00eancias cruza o perfil exigido por cada cargo com o n\u00edvel real da equipe para revelar os gaps priorit\u00e1rios de desenvolvimento<\/p>\n","protected":false},"author":27,"featured_media":61287,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[203,199],"tags":[],"class_list":["post-28533","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-avaliacao-de-desempenho","category-gestao-de-talentos"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Mapeamento de compet\u00eancias: do diagn\u00f3stico de gaps ao PDI<\/title>\n<meta name=\"description\" content=\"Identifique as compet\u00eancias exigidas por cada cargo, me\u00e7a os gaps da equipe e estruture planos de desenvolvimento com crit\u00e9rio.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta 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