Competency Models form the foundation for all people systems. They describe the behaviors typically exhibited by successful performers and formulate a clear reference from which to hire, manage and develop staff.
For example, competencies serve as a benchmark in assessing an individual’s mastery of the skills, knowledge and abilities needed for success in a role. In developmental planning, they serve as a benchmark to determine areas of strength and developmental opportunities. In the job description, they are referenced to describe how the individual is to deliver the desired accountabilities.
Competencies enable organizations to establish a consistent lexicon of language that aligns all talent management processes. By having a common foundation of behaviors, people gain a clearer understanding of the path to success.
A competency model’s structure is determined by a number of factors, including an organization’s maturation level, current and future business conditions and the corporate culture. Regardless of the design, however, competency systems must be targeted, easy to understand, and east to apply in practice.
The last thing your organization needs after the time and money spend on building a competency system is a slick binder that simply sits on the shelf and collects dust!
To learn more about ECI’s approach to Competencies click here.
Filed under: Competencies, Talent Management | Tagged: Competencies, Competency Models, competency system, Corporate Culture, ECI, hire, job description, manage and develop staff, people systems, Talent Management
