A competency is a behavior or a set of behaviors where excellence is achieved in a work situation; whether it is a particular job or an entire organization. Organizations and companies have begun to embrace these characteristics as a method to help solve problems within a company as a whole, a team or work group and down to an individual employee. A competency model is a set of skills or competencies that are needed for excellent performance in a specific role. These competency models would not include expected performance skills such as completion of tasks.
Competencies are often broken into specific groups. Some of these groups could include analytical thinking, organizational communications, coaching, solving problems, managing performance, and many more. Each organization or company would need to build their own competency model that would apply to the needs of the company. The business strategy would determine how the competency models would be used. For example, competency models could be used for hiring and interviewing, training and career development and performance management.
Building a competency model does take time and there are companies that offer models in a template or custom competency models. Once a company determines how the model will be used – a series of structured interviews take place to collect data that is relevant to the competencies being developed. The data is then analyzed and criteria for success are gathered. Surveys are then used to validate and the models are refined even more based on the feedback from the surveys. After the process is concluded the resulting information can be used in applications determined by the company.
A well developed competency model can produce effective and integrated processes for strengthening talent management, hiring and retaining talent, succession planning, career development of employees and performance management. Benefits of a well developed competency model can affect both the individuals and the entire organization. The goal of the model is to lay out the desired competencies that will drive behavior that is necessary to produce a superior performance for each job category. It will also enable those within the company to recognize the optimum performers for each job.
The materialization of a competency model will differentiate the superior performers from the average performers. Compiling the competency model examines the characteristics of the top performers in the company. Top performers do their jobs differently than the average performers. Assessing the differences is essential to building a sound competency model. Then applying what is learned to all aspects of the organization can have a monumental impact on the company as a whole.
Hiring and retaining talent has become more difficult. Talent management is a necessary resource. Workitect offers competency models and workshops on building a competency model. Develop and retain your best talent.
Tags: competency model, employee development, human resources, performance management, talent management
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