Wednesday, July 21, 2010

Competency Modelling

Many organisations today are using competency modelling to link their HR processes

Competence is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More generally, competence is the state or quality of being adequately or well qualified, having the ability to perform a specific role.

For instance, management competency includes the traits of systems thinking and emotional intelligence, and skills in influence and negotiation. A person possesses a competence as long as the skills, abilities, and knowledge that constitute that competence are a part of them, enabling the person to perform effective action within a certain workplace environment. Therefore, one might not lose knowledge, a skill, or an ability, but still lose a competence if what is needed to do a job well changes.

What Is A Competency Model? A Competency Model describes the competencies required to perform effectively in particular roles. This set of competencies is then used as standards against which to: - Select new staff Develop staff Evaluate the on-going performance of staff in these roles.

Competency Models enable one set of standards to be applied across the full range of human resource processes. This provides a common language and understanding and a consistency when assessing individual performance whether for the purpose of selection, development or performance management.

Components of a Competency Framework A competency framework consists of 3 main parts:-Behavioural indicators Competencies Competency clusters.

Behavioural Indicators: These are examples of behaviours that would be observed when someone demonstrates competence. They are the building blocks of the competency framework. For example behavioural indicators for the competency "Teamwork Work and Collaboration" are: Identifies when team members need support and provide it. Shares knowledge and information willingly with others. Collaborates effectively in meetings and informal interactions.

A Competency: This is a set of behaviours, which demonstrates that a person has the abilities, knowledge, skills and personal attributes to do the job competently.

The best way to describe competencies is to use behavioural language that describes the actions needed to achieve the organisation's goals. For example the competency "Teamwork" is described as "Works with others to cooperatively accomplish objectives".

Competency Clusters: These are individual competencies that are grouped into competency clusters. For example the competency "Teamwork" forms part of the competency cluster "Working With Others". Other competencies that would form part of this cluster are, "Influencing and Persuading", "Building Relationships", "Managing Others", etc.

Here is an example of a few of the behavioural indicators associated with the competency "Customer Service" which is part of the "Working With Others" competency cluster.

Customer Service Recognising and understanding customers' needs and delivering in a manner that exceeds customers' expectations.

Behavioural Indicators Listens to and values customers' needs, suggestions and feedback.

Develops and maintains positive, constructive relationships with customers.

Exerts a high level of effort to meet customers' needs in a timely manner

AssessSystems has a Competency Library consisting of a comprehensive set of commonly used workplace competencies and behavioural indicators. The Library is used to develop specific competency models for all jobs within an organisation. The number of competencies in a specific model varies. Usually a competency model will consist of a set of 8 -- 12 competencies per job role.

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