Developing Competency Models

Identify critical competencies needed
for job performance

COMPETENCY MODELS

Competency development contributes to organization success when there is a compelling business reason for defining core competencies (such as change) and competency development is applied to critical areas needing support.

Competency models can be used to identify major job responsibilities within a job category. This is an effective process for defining job responsibilities, tasks, training requirements, behaviors, skills, experience required to perform job responsibilities. This process can be used for new start up operations, to redesign jobs, and other required standards of operation requirement to validate standard procedures. The process can be used to update job descriptions, conduct job analysis, create training guidelines, and identify training needs.

Competency development can be used for the following OD interventions:

• Succession Planning Initiatives
  • Ensure support from senior management
  • Hold individual managers accountable for succession planning
  • Link succession plans to current and future business strategies
  • Use developmental assignments
  • Link to multiple HR Systems
  • Use multi-rate instruments and simulations to evaluate succession candidates
     
• Performance Improvement Strategies
  • Clear link between pay and performance
  • Provides frequent, continuous multi-sourced feedback
  • Performance Goals aligned to organizational goals
  • Rewards tied to goal achievement and behavioral competencies
  • Future oriented
  • Employee initiated
  • Frequent feedback process on progress
  • Measurement tied to organizational performance
  • Linked to developmental planning
     
• 360 Feedback Assessment
  • Links competency development to business goals
  • Executives play key role or pilot the process
  • Communicate the goal, process and roles and responsibilities
  • Provide one on one feedback and coaching
  • Gain trust and buy-in
  • Keep feedback confidential
  • Ensure employee is responsible for developmental opportunities
  • Keep separate from performance review process
  • Identify the group strength and impact on business or human resource strategies