What Is A Competency Model?
What Is A Competency Model?
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Here are some of the ways that implementing the competency model
benefits organizations:
Sets a concrete direction for workforce performance that aligns with
organizational goals and strategies.
Enables HR to have a concrete understanding of all employee abilities
and skills.
Enables HR and Training to more accurately identify learning &
development (L&D) needs.
Allows employees to take ownership of the skills and behaviors
required of them in their roles.
Empowers organizations to keep track of what skills employees have
so that strategy and planning can work towards that future skills may
be needed.
Provides a consistent and fair system of measurement for performance
evaluation.
1. Core competencies
Core competencies include the baseline skills required by the organization
for all employees; these are the basic things that employees must fulfill. This
will vary from company to company, as it depends on the values, philosophy
and goals of each organization, but can include basic requirements like
communication skills or teamwork. Most jobs require a basic element of
being able to work with other people to some degree.
2. Functional competencies
Functional competencies are job-specific skills and behaviors that are
unique for each role. For example, a competency for a restaurant waiter may
be the ability to effectively handle customer complaints, where a competency
for an accountant may be the ability to analyze a specific type of financial
data in order to prepare reports.
3. Leadership competencies
Leadership competencies are often used for supervisory and management
related roles, although can be applied to any job position that requires an
employee to lead others. They include leadership skills and behaviors like
decision-making abilities.
Recruitment - Fully developed competency models are often used for the
development of job postings. When they are well-defined and clear,
organizations have a better chance of finding more closely matched
candidates.
Talent/Performance Management - Defining what success should look like
within the organization boils down to the performance of the workforce; a
competency model can define what performance success should look like
for each role within an organization. This benchmark helps HR to connect
the function of each job with organizational goals and also ensure that the
talent of employees is developed.
Best Practice:
Title - Name of the competency
Definition - Overall definition of the competency
Sub-competencies - General baseline skills and behaviors required
Behaviors - Behaviours that reflect the highest level of proficiency
Proficiency Standards - Skill standards that reflect job-specific
requirements and reflect four stages of career development (early, mid-
level, senior, executive)
Competency example:
Title: Develop customer relationships
Definition: As part of the Sales process, the ability to create a lasting
relationship with customers via interactions is integral to the role.
Sub-competencies: Ability to communicate effectively with customers
Behaviors: Emotional intelligence
Proficiency Standards: Identify customer concerns and present
methods for addressing concerns.
Validate the competency list with all stakeholders involved in the process,
including executives and management. Signing off on competencies is
important to ensure that that all levels of the organization’s needs are being
met.