Workers are your most important investment
In today’s fast-paced world of change, having a skilled and competent workforce is a differentiator for your company’s success. Competency models help provide companies with a clear framework for understanding what is required to be successful in a role. Furthermore, digitized competency frameworks allow companies to compare competencies across roles, projects, and geographies to help employees make effective career and talent management decisions.
Building competency models right the first time
Developing a competency model for each role in your organization can be intense. You can copy and paste competencies from someone else’s model, or download a copy of a model built by an industry thinktank, but at the end of the day, those imposter models won’t give you the details necessary to define what makes your business unique. Here are some steps we follow while developing competency models for clients:
- Identify Business Goals: The first step is to identify the organization’s goals and objectives. Understanding the business context, challenges, and opportunities can help to identify the competencies required to achieve those goals.
- Conduct Job Analysis: Conducting a job analysis can help to identify the competencies required for each job or role. This involves gathering information about job duties, tasks, and responsibilities, as well as the knowledge, skills, and abilities required to perform those tasks effectively.
- Define Competencies: Based on the business goals, regulatory requirements, industry best practices, and job analysis, define the competencies required for each job or role. Competencies are the knowledge, skills, and abilities required to perform a job or role effectively.
- Categorize Competencies: Group the competencies into categories or clusters. This can help to organize and prioritize the competencies required for each job or role.
- Validate Competencies: Validate the competencies by getting feedback from subject matter experts, managers, and employees. This feedback can help to ensure that the competencies are relevant and accurate. Validation can be completed internally or by hiring an external organization.
- Create Competency Model: Create a competency model that outlines the competencies required for each job or role, the levels of proficiency required, and the criteria for measuring and developing those competencies.
- Implement Competency Model: Implement the competency model by incorporating it into talent management processes, such as recruitment, performance management, training, and career development.
- Monitor and Evaluate: Monitor and evaluate the effectiveness of the competency model by measuring the impact on business goals, employee performance, and development.
A sound approach will achieve desired capability and compliance results
Developing a competency model requires collaboration and input from various stakeholders, including subject matter experts, managers, and employees. It is an iterative process that requires continuous feedback and refinement to ensure that the competencies remain relevant and aligned with the organization’s and operation’s goals and objectives. Contact us today to talk about your current competency needs and how we can help. Or schedule a free demo to see why our system is recommended by auditors, industry-leading companies keeping hundreds of thousands of workers compliant around the world.