As part of the recruitment process, every organization writes a job description that usually includes a set of skills and experiences that a candidate must have. However, to do well in a given role, employees need more. They need a more holistic set of "competencies"
Creating and using linkText helps organizations assess, engage, and support employee development. In this blog post, we explain what it is, why you should use it, and how you can create it for your organization.
What is a competency structure ?
A competency framework is a set of knowledge, skills, attitudes, attributes and behaviours that an employee must possess to develop in their professional role.
How does the competency structure work?
Let's say you're hiring a Python developer. Typically, you're looking for someone with certification or experience in Python programming. Using the competency framework, you'd look for someone with the following characteristics:
Knowledge of Python in the context of programming languages, its design philosophy, functions and semantics
Skills in using Python to program applications, machine learning algorithms, etc.
Attitude towards Python programming and other technology stacks used by Business
Attributes related to community participation, open source contributions, etc.
Behavioral skills in problem-solving, collaboration, remote work, transparency, etc.
When should you use a competency framework?
The first time an organization uses a competency framework is when hiring employees. Before selecting a specific candidate for a role, the competency framework ensures that they are a good fit.
However, it is a great tool throughout an employee’s career. It can be used in performance reviews, promotions, training and development design, and change management. It is also helpful in planning for success.
What is a competency framework for?
There is no single set of elements that make up a competency framework. Depending on the organization, team, role, position, scope of responsibilities, etc., competencies may vary.
However, a typical competency framework includes the following elements:
Core Values : Today's organizations expect that an employee's principles and beliefs will align with the company's principles and beliefs on certain dimensions.For example, if a company's core values are diversity and integrity, potential employees will be expected to have high ethical standards as part of their competencies.
Core competencies : All job roles will require these competencies, typically including organizational skills, interpersonal skills, problem-solving, customer focus, etc.For example, if you are a service organization like a gym or spa, you would expect everyone to have customer service skills. For a primarily sales organization like a branch or car dealership, negotiation skills would be a key competency. Here are some others
examples of key competencies
that may apply to you.
Role competencies : These are the niches required to perform a specific role. These could be technical skills, software proficiency, research knowledge, etc. Not everyone needs these competencies.For example, if you hire a programmer, they must have functional competency in programming using a specific language.
Leadership competencies : These are competencies that managers and leaders must have, such as project management, supervision, conflict resolution, crisis management, etc. In a sense, leadership competencies are function competencies for managers.The organization expects each employee to have aligned core values and competencies. Depending on the role, some may only need functional competencies, while others may need both functional and leadership competencies.
The direct way to ensure that employees new zealand mobile phone number are assessed across all of these competencies is to have a comprehensive framework. Here’s how to develop them.
Steps to Developing a Competency Framework
Before you start, remember that the competency framework is a comprehensive document. It includes work, people, and the culture of the organization. Therefore, creating a competency framework requires a thorough approach and a collaborative platform, such as
ClickUp for Human Resources
. Here's how you can get started.
1. Define your goals
Competency frameworks can be used for many purposes. Before you start creating a framework, consider why you need one. Ask yourself:
What will you use it for?
What do you want to achieve with it?
How will it improve performance?
How will it help the employee and the organization?
The answers to these questions will help you narrow down your goals. However, it is normal to have more than one answer to each of these questions, and you should prioritize the most important ones.
ClickUp Dashboard for Building Competency Frameworks
effective cooperation with ClickUp Whiteboards_
Streamline these discussions with a collaborative virtual workspace like
ClickUp Boards
. Ensure all stakeholders, including department heads, talent leaders, HR, and finance, have access to the same competency information.
Once you have done this, use a tool like
ClickUp Goals
to make your goals and plans visible to all stakeholders. Link the competency framework goals to the organizational goals. Then delegate this to each department manager to define their own goals.