January 2, 2017

A competency framework allows any organisation to define the individual characteristics needed and expected from all roles to contribute to the overall performance of each individual. Competencies are the behaviours that employees should possess for the organisation to attain high-level performance. A competency framework reflects the values and mission of an organisation and is an essential tool in achieving organisational performance by enhancing employee evaluation through capability and performance.

When designing a competency framework, there are three critical factors to consider. First of all, you should take into account all the people performing the task. A competency framework should not be designed by human resource managers, who do not always know the roles of each employee. Rather, interviewing the individual doing the job will help to understand the role fully.

The second crucial factor is to communicate. This will ensure that employees understand you are developing a framework and reduce unnecessary nervousness at the workplace. Proper communication will make the implementation process easier. Finally, you must use relevant competencies. All of the competencies should match the roles covered by the framework. Irrelevant competencies will cause confusion because employees will have difficulties relating to the framework.

In conclusion, creating a competency framework is a long and complex process that involves evaluating the roles and behaviour of employees. It is an important tool for measuring the current competency level of the workforce and the skills needed to add value to the organisation. Identifying the skills needed for each role makes it easy to plan and budget for training needs. Ability6 offers a complete way of designing a competency framework that links individual performance to the organisation’s goals while providing employee appraisal and self-assessment all in one place. We also offer a six-month ROI guarantee.

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