A competency management framework is an in-depth structure which lists out the skills, knowledge and expertise required to perform a job effectively. Each organization has a particular competency framework which coincides with its organizational goals and objectives. This clearly defined structure not only helps the employees reach their full potential, but also helps in more standardized performance evaluations and feedback, wiser and cost effective recruitment and selection decisions and more productive training methods to bridge the skill gaps. By creating this link between individual employee performance and the organizational goals, there is an understanding of the desired performance levels and behaviours within the employees of an organization.
In order to create a competency management framework for an organization, it is important to first pre-set a list of required competencies and then hire the help of consultants and agencies to develop an appropriate framework which can serve as a basis for other frameworks as needed.
It is extremely essential to not just leave the designing aspect to the HR, but to involve those directly affected by it, the employees of the organization. Communication plays a key role in successful implementation of this framework, and providing an explanation for the need of such a framework can help avoid any performance anxiety on the employees’ end. Also It is extremely essential to avoid the inclusion of irrlevant competencies, as that is likely to result in poor feedback and response from the employees of a specific job profile.
BUILD A COMPETENCY MANAGEMENT FRAMEWORK?
There are four major steps associated with a successful and effective competency management framework :
- Planning and Preparing – This is the first step which involves defining the purpose, impact and the scope of such a framework. An efficient team must be prepared with members stemming from all job profiles that would fall under this framework. Interview and questionnaire techniques can be used to collect appropriate data regarding the existing performance levels, and the need for improved competence and skills.
- Designing – This involves tying the listed out competencies with the organizational goals. This step must ensure that the competencies shortlisted are critical for the organization and relevant to the the job description. These competencies can also be grouped together to target specific teams and their roles in the organization, such as a separate subgroup for the supervisors and managers or the HR team.
- Implementation – This step involves launching the finalized competency framework. In this step, training the staff and employees on how to integrate the said competencies into their performance, becomes crucial. A proper explanation must be provided stating the importance of the framework and how the individuals and the organization can both benefit from its implementation.
- Optimization – This is the final step that involves evaluating the success of the framework. In this step, any challenges in its application must be addressed and resolved.
A well planned out and systematic competency framework gives any organization an edge over others, in terms of high employee retention and satisfaction as well as high success rates and profitability.