Understanding Competency Framework

In the previous post, we understood  with an example what is competency and the need of skill, knowledge and attitude to become competent. Lets understand how organizations use competency framework.

How do organisations use competency framework?

Organisations that use competency based Human Resources practices will have a competency framework (a set of competencies that enable superior performance) for each role. It is a rigorous process to define a set of competencies for a given role. Such rigour is essential because the competency framework becomes the basic template for several people related decisions.

For example,organisations can use the competency framework during the hiring process.

They can use it internally to identify their high potential employees for the future. They can also use it to filter candidates for promotions. In some organisations, there is a differential pay if you score higher on the competencies required for the job.

Essential benefit of competencies within the organisation is to ensure uniform understanding of what is expected to perform very well in a given job. It is not left to the individual manager’s judgment.

What is in it for you?

If you are an aspiring candidate from outside, you may not have access to the competency framework unless you managed to talk to someone. Alternatively, go on to the internet and Google for “generic competencies for ______role“; most likely you will get a list; you can then prepare yourself against those competencies.

competence

If you are an insider and never paid much attention to competency framework, you approach the HR manager or your intranet to check your organisation’s competency framework. It helps you answer the question “what makes me competent“in your current or next role.

 

 This article was published in: 

HR Mirror, Hans India 

Related Posts

01

Feb
Recruitment

HR Footprints’ 9 steps towards Executive Search.

Executive search is a specialized recruitment service used to source candidates for Senior and Top Management Positions by tapping passive candidates. In our previous blog, we have explained about the difference between Recruitment and Executive search. This blog will help you understand the steps involved in Executive Search Process: Research about client Organization: While getting into an […]

06

Nov
Recruitment

Executive Search!! – Is it not recruitment?

Generally, Recruitment and Executive Search are treated as same, while they both have a significant difference in the approach. Recruitment is identifying a pool of active candidates looking for a job change. Executive Search is identifying passive candidates and create an interest to change based on the opportunity. Let’s look at some key differences between Recruitment and[…]