- drive the right skills, knowledge and behaviours that will support the achievement of the overall business plan
- plan how to develop the workforce
- determine which competencies best fit for each job role
- recruit and select the employees based on the competencies needed in the job
- manage and train employees effectively in the competency areas needed
- develop staff to fill future vacancies
There are traditionally three types of competencies;
- Knowledge Competencies - practical or theoretical understanding of subjects.
- Technical Competencies – the skill and ability, either natural or learned to perform acts.
- Behavioural Competencies - patterns of action or conduct.
Competencies can be used effectively in a number of different ways to improve an organisations performance;
- job design and descriptions
- recruitment, assessment and selection
- employee performance management
- targeting of training and development
- career and workforce planning
Many successful organisations use a competency-based approach because. simply, it works! For competencies to work for any organisation, they must align the competency model with the business strategy and objectives. In order to do this, organisations must take the time to determine which major themes of behaviour or competencies - e.g. innovation, customer service, communication, drive for results etc. - need to be achieved and demonstrated across the organisation in order for the business strategy to be realised.
Every organisation should have its own ‘competency model’ and framework that is specific to the business and will develop the critical competencies necessary for success. If you need assistance is developing your own competency model or assessment and re-alignment of your current model, then contact us.