Structured approach to job mapping for exemplary performers: leveraging the enhanced DACUM method

Purpose This study aims to propose a practice-informed conceptual framework grounded in a literature review and illustrative insights from prior field cases. It aims to examine how to identify competencies that distinguish high performers; develop a structured approach for generating success profiles using the Enhanced Developing A Curriculum (DACUM) method; and offer practical guidance for organizations seeking to implement competency-based job mapping. By integrating theories of job analysis, job crafting and performance improvement, the study presents a theoretically robust and practically applicable model for advancing performance-driven workforce planning. Design/methodology/approach This study uses a conceptual development approach grounded in an Integrative Literature Analysis and real-world case demonstration. It proposes an Enhanced DACUM framework that integrates job crafting theory, competency modeling and the Performance Improvement Potential (PIP) concept to map roles performed by exemplary employees. The methodology synthesizes findings from existing academic literature and field-informed insights to create success profiles, structured representations of the competencies and behaviors that differentiate high performers. This approach emphasizes theory-building and practical application for strategic talent and workforce planning. Findings The literature reveals a clear shift from static, task-based analysis toward dynamic, competency-driven job mapping. Key themes include the growing relevance of job crafting in addressing role misfit, the use of exemplary performers as benchmarks for defining success, and the importance of task identity and skill variety in fostering engagement and innovation. The Enhanced DACUM framework synthesizes these findings, emphasizing cognitive, relational and behavioral attributes. By integrating these elements, the framework offers a structured yet flexible approach to identifying success profiles aligned with evolving organizational needs and high-performance standards. Research limitations/implications As a conceptual study grounded in literature and practice-based insights, this research does not include primary empirical data, which may limit its generalizability across industries or contexts. The framework is derived from existing models and practitioner-informed case illustrations, and while it offers theoretical rigor and practical relevance, its effectiveness depends on contextual adaptation. Future research could empirically validate the Enhanced DACUM framework through field studies, cross-sectoral applications and comparative analyses. Expanding on the framework with quantitative metrics could further strengthen its utility for strategic human resource (HR) decision-making and workforce development. Practical implications The proposed framework provides organizations with a structured approach to identify and map competencies that drive high performance. By focusing on exemplary performers and integrating concepts like job crafting and PIP, it enables the creation of role-specific success profiles for recruitment, onboarding, training and succession planning. HR and talent development professionals can apply this model to enhance alignment between individual capabilities and strategic goals. The Enhanced DACUM approach ensures that both explicit and tacit knowledge are captured, making job roles more adaptable, engaging and future-ready in today’s dynamic workplace environment. Social implications By emphasizing the experiences and contributions of exemplary performers, this framework promotes a more inclusive and strengths-based approach to workforce planning. It encourages organizations to recognize and replicate high-value behaviors that may otherwise go unnoticed, including those shaped by cognitive diversity and informal learning. The focus on job crafting and task identity supports employee autonomy, satisfaction and psychological well-being. In addition, by aligning roles with personal values and strengths, the framework fosters more meaningful work experiences, enhancing both individual fulfillment and organizational culture in socially responsive ways. Originality/value This study offers a novel, practice-informed framework that integrates competency modeling, job crafting theory and the Enhanced DACUM method to map the behaviors and attributes of exemplary performers. Unlike traditional job analysis approaches, this model centers on real-world performance variation and the concept of PIP to drive strategic talent development. It bridges academic theory with practitioner insight, providing a replicable and adaptable method for building success profiles. The framework advances the field by reimagining job mapping as a dynamic, competency-focused tool aligned with contemporary workforce challenges and organizational agility.