For organizations to succeed in today’s competitive setting, employees at all levels need to develop and demonstrate a set of behavior showcasing his or her capabilities, characteristics, knowledge, talent as well as personal qualities for effective performance at work.
All businesses are based on some key competencies. If any business neglects employee competency and its development, all growth and productivity of an employee, company and profits will be affected. The main reason for an organization to create a competency-based system that focuses on having the right people with right skills at the right time is that it helps in accomplishing business targets. Competencies are the need of the hour and designing appropriate competency development models is a necessity.
A few examples of competency development are managerial competencies for middle managers and leadership capabilities for succession planning. The important stratagem is evaluation of the present skills, communicating the gap with the individual and assisting him or her by way of an action plan and appropriate counseling.
Competency development models can be found across each aspect of the organizations, i.e. from HR, performance management, training & development to succession planning and capability mapping and assessments.
HR competency models work toward identification of employees for specific job functions. The model helps in laying down job specifications and a recruitment process to attract the right candidate. It also assists in an assessment and selection process based on the candidate’s capabilities.
The performance management competency model integrates capabilities with existing or new processes. It also helps in capturing behavioral measures against job specifications.
The capability mapping competency model helps build processes that focus on and deliver skills that an organization needs for its current and future roles. It aids organizations to map effectively capabilities across teams, functions, departments and countries.
The assessment competency based model is structured around building assessments processes in all forms. It maps behaviors against competency-based profiles in various scenarios through the appropriate use of psychometrics and other techniques.
The training and development model of competency development identifies the training needs across key behavioral and technical competencies. It identifies the gaps between the individual’s capacity and requirement of the current and future roles. It identifies training and development needs of each aspect across organizations and creates comprehensive training plans.
Benefits of competency based models:
- Reduction in staff turnover, recruitment costs, training costs, etc
- Improvement in productivity, performance, training and development
- Reliable and consistence performance data across cultures and geographic borders
- Delivery of comprehensive training & development plans
- Creation of training & development processes that identify and deliver the most effective sessions
- Identify employee’s capabilities for an organization’s future needs
- Analyzing capability gaps
And, competence development is a lifelong process.
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