One of the keys to achieving success in any venture is to play to your biggest strengths. When you do this, you can make the most of your abilities to get the desired results. The competency framework connects certain job descriptions with the persons that fit in with the job's requirements.
This article looks further into the concept of the competency framework. It further discusses why it can make a big difference in your workplace.
What is it?
The competency framework is a business model that paves the way for more effective and productive use of people's skills and knowledge. It helps you identify the skills, knowledge, and know-how needed to execute a task or duty.
These skills and other attributes represent the competencies crucial to playing a business role or achieving a target. The competencies can be any of the types discussed below.
Core values
Core values are those principles and organizational standards that guide the actions and behavior of people in an organization.
Core competencies
A company's core competencies are emphasized by the unique activities that it does best or the skills it is most proficient at.
Functional competencies
Functional competencies represent all the duties and responsibilities attached to a certain position.
Leadership competencies
A Leadership competency is marked by the ability to make key decisions, organize, inspire, and manage people.
When do we use it?
A competency framework can serve several purposes in your business, including:
In Recruitment and Hiring
A competency framework can identify a skill or workforce gap in your organization and show you areas where you need to measure up. This information will help you find the right persons in the labor market to fill those gaps.
In Capacity appraisals
Want to find out how much talent you have in your workplace or what your prospects are? A competency framework can set the records straight.
In Performance Evaluation
One way to assess your team's progress in the workplace is to check how they measure up in the competency framework. It can provide the standards with which you judge their performances.
In Planning for growth, expansion, and future projects
A competency framework can identify the raw materials needed to drive your future ambitions. You'll know what skills and resources you need before you even set up shop.
What business questions is it helping us to answer?
Here are a few questions the competency framework answers as part of its purpose in today's business world.
How can you exploit your organization's strengths and competitive advantage?
Using the competency framework, you can get insights into your company's core competencies. This can help you gain more leverage in the competitive market.
How can you pick the best man for the job?
A competency framework can help you identify square pegs in your organization to plug your square holes into. Positive results are possible when you pick competent persons to hold crucial positions.
What do you need to get the job done?
Do you have plans to pursue a critical business trajectory or execute a special job request? A competency framework can help you identify the skills and tools needed.
How can you align individual advantages to derive organizational gain?
Think of all the progress you can make when you combine your team's strengths to pursue any goal.
How do we use it?
Step 1: Define the Framework's objectives
The first step to using this framework is to outline its purpose. Specify if you're using it to:
find the best fit for critical job openings.
upskill and train staff.
assemble a team for an important task.
Step 2: Build your team
Next, gather a group of knowledgeable persons to draw up a list of the competencies needed to achieve your objectives. This team may be drawn from a pool of in-house decision-makers, talent managers, recruiters, or from external sources.
Step 3: Collect relevant data
With your team fully assembled, you can start identifying the skills and resources to populate the competency framework. Do your research, get relevant feedback, and draft surveys. Include all the competencies (core, leadership, technical) and all the soft and hard skills you deem important.
Step 4: Draft the competency framework
Prepare the competency framework with the data in your hand. Organize your drafts in competencies per role or objective. Group them under job-specific descriptions, hard and soft skills, or other relevant categories.
Step 5: Roll out the framework
Once you've completed the framework, validate it by running it through the right resource persons to check if it is well thought out. You can now roll it out for its intended use. Ensure to recommend ways to align it with company policy.
Practical Example
A project management company is looking to launch into the financial consultancy market. Its competency framework identifies certain skills and attributes needed to give it a good takeoff. It uses this information to drive its hiring process and train its existing staff.
The company hires only those with skills similar to those identified in the framework. In no time, it can assemble a highly skilled and technical team to manage its platform.
Advantages
It connects people to the jobs they are suited to
A competency framework will define the skills and resources required to do a job. This makes it easier to find the persons with the stated capabilities for the specified job.
It exposes skill gaps
A competency framework can detect a skill gap in your organization by outlining the skills needed to achieve a goal.
It can identify and create competitive advantages
Some companies have unique skills that they deploy to tackle critical challenges or create a differentiated product. And if these skills can not be replicated industry-wide, it gives them a competitive advantage.
It increases the chances of success
Using competent people for your work will put you in a better position to achieve your objectives. And a competency framework can help you match the right persons with the job best suited for them.
Disadvantages
It may overlook less critical competencies
With its focus on key competencies, the competency framework may often be problematic. It may overlook those small gestures and attributes that contribute to the overall success of a project.
It relies on the accuracy of the collected data
The persons drafting the framework must be well-equipped to supply the right information. Missing out on a key competency may have consequences for your business.
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