Many organisations have recognised the huge benefits to be gained by the introduction of competency frameworks.
By focusing on the inputs (competencies) and on performance (outputs) companies can build a picture of the capabilities of its workforce and can use this profile to recruit, manage and develop managers and align the job requirements and the strategic goals and targets.
In today’s changing environment, competency frameworks can help provide improved service and win the respect of users of your service.
The Benefits of Competencies
- They Identify the success criteria for specific job roles
- They provide focus for development activities and ensure that priority is given to skills and behaviours which make the biggest impact on the organisation’s performance
- They help managers make clear and consistent evaluation of performance
- Help succession planning and promotion – providing a clear framework for career planning
- Managers and individuals have a clear framework for achieving targets and KPI’s
What are Competencies?
Competence is the ability to consistently perform work activities to the standard required over a range of situations and conditions. Competencies are observable behaviours which demonstrate that the person has the knowledge and skill to do the job.
They are expressed as statements which are the basis for describing and measuring performance
Here is a sample of competency statements for a job requiring problem solving skills:
An employee demonstrating these competencies would:
- Anticipate problems before they occur
- Define the problem and identify possible/apparent causes
- Identify possible alternative solutions and select the most appropriate ones
- Facilitate group members in identifying and evaluating possible solutions