Competency Frameworks
Many organisations are now realising the value of using competency frameworks. Competency frameworks look at each function in the organisation, then drill down into each job profile and detail exactly what each individual should be able to do within each role. The competencies are mapped across into a framework and assessment tools can be built around the competency framework in order to assess the competency levels at which each individual should be working.
The advantage of competency frameworks is that they can be used for recruitment in that they can be used to format new job and people profiles and subsequently to structure the interview; competency frameworks can also be used as part of an appraisal process to assess individuals’ performance and build development opportunities for them. Finally competency frameworks can be use to carry out training needs analyses and identify skill gaps; building a learning and development programme that fulfils the needs of the team.
Almost 60% of organisations now have competency frameworks and are using them successfully to align individuals and teams with skills; just under half (48%) of those who haven’t say they intend to introduce one in the next two years. There is a focus on so-called ‘generic’ skills in competency frameworks, with communication skills being the most common subject included. People management skills also feature strongly, with 59% of respondents reporting that they are included within their competency framework.
Overall one of the most important areas to include in competency frameworks is technical skills. This may necessitate an external consultant who is specialist in a particular subject area working alongside the organisation to build bespoke competency frameworks.
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Competency Frameworks
Many organisations are now realising the value of using competency frameworks. Competency frameworks look at each function in the organisation, then drill down into each job profile and detail exactly what each individual should be able to do within each role. The competencies are mapped across into a framework and assessment tools can be built around the competency framework in order to assess the competency levels at which each individual should be working.
The advantage of competency frameworks is that they can be used for recruitment in that they can be used to format new job and people profiles and subsequently to structure the interview; competency frameworks can also be used as part of an appraisal process to assess individuals’ performance and build development opportunities for them. Finally competency frameworks can be use to carry out training needs analyses and identify skill gaps; building a learning and development programme that fulfils the needs of the team.
Almost 60% of organisations now have competency frameworks and are using them successfully to align individuals and teams with skills; just under half (48%) of those who haven’t say they intend to introduce one in the next two years. There is a focus on so-called ‘generic’ skills in competency frameworks, with communication skills being the most common subject included. People management skills also feature strongly, with 59% of respondents reporting that they are included within their competency framework.
Overall one of the most important areas to include in competency frameworks is technical skills. This may necessitate an external consultant who is specialist in a particular subject area working alongside the organisation to build bespoke competency frameworks.
Topic Index: