Competency models are the basis for determining the knowledge requirements of company employees. This is a set of skills that together determine successful work. Competency models are widely used in business to define and evaluate the professional qualities of employees in organizations. They are a key component of the recruitment process, and also define the activities of HR departments in managing personnel performance. A competency assessment often helps form the basis for the curriculum and the content of the training, both formal and informal.
Reasons for creating models
Competency models have become valuable tools used by human resources and training departments to define skills and knowledge requirements for specific jobs. They are used to assess competence and effectiveness to determine a business strategy. Models can be created for specific jobs, work groups, professions, industries, and organizations. In some areas, such as sales, the necessary competencies were carefully studied in relation to the specific skills, attitudes and behavior of employees necessary for the organization to operate successfully. Based on them, a model of personnel competencies was compiled, which allows us to efficiently select and train employees to work with clients. Another reason for the growing popularity of such models is their role in identifying strengths and weaknesses that favorably affect the learning process.
The main forms of models and their description
Models can take various forms, but usually include several basic elements:
- specific competencies and definitions, such as corporate behavior;
- a description of the actions or behavior associated with each competency;
- model diagram.
Organizations typically use a specific framework to categorize knowledge and skills requirements into specific categories, such as personal effectiveness, academic, technical, industrial, professional, managerial, and professional competencies. The rapid growth of Internet technology is also contributing to a growing interest in competency modeling. For example, organizations can embed profiles with defined skills in human resource management processes, create training portals, and model learning processes using updated content for them.
Creating an effective model
Effective competency models also form the basis for linking competency with organizational strategy and important good practices advised by training consultants. They also enable organizations to link expertise with HR processes, evaluation, and performance improvement goals.
To create their own competency model, organizations are encouraged to complete the following steps:
- Gather help information. This stage includes the cataloging of available resources and their organization to determine a common industry model.
- Development of a draft model of professional competencies. At this stage, it is important to identify problems and trends in the industry and compare them with trends in the development of the organization.
- Gather feedback from industry professional experts. If possible, experts from various industry sub-sectors should be selected to obtain more information.
- Refinement of the structure. You must add or remove the appropriate competencies in the model.
- Testing the project on the target audience.
Using the organization’s competency model based on the employees ’skills necessary for the work, the organization will be able to hire and develop personnel based on the key competencies they demonstrated, and not on ineffective assessment criteria, for example, education. Assessing candidates based on actual skills allows them to more accurately predict their future performance.
Using the model in practice
Moreover, using the example of a competency model, organizations can personalize assessments based on the competence of employees in a particular field in order to develop individual training options. Such adaptive training increases loyalty, increases employee engagement and positively affects return on investment. Starting from adaptation at a new workplace and throughout the entire period of an employee’s work in an organization, training managers can use the example of a competency model for qualification training and assessment, as well as for developing a personal career using automatic algorithms. Using estimates based on it during initial training, you can identify the undisclosed talents of your new employees and develop plans for their subsequent career growth as necessary. This process helps the company ensure a level playing field for all new employees.
Definition and measurement of competencies
The competency model includes three elements: specialization and definitions of competencies, descriptions of the behavior that demonstrate them, and the outline of the model itself. The most effective models connect competencies with the strategic goals of the organization. It is recommended to identify competencies that embody or directly represent the corporate culture of the organization. They are necessary to achieve success and leadership in the industry, to support the strategic goals of the organization, as well as to stand out from the competition. But it is worth keeping in mind that the presence of more than 4-6 competencies can make the model ineffective.
Using technology to assess competencies
Before choosing a platform for assessing competencies, you should make sure in advance that it allows you to evaluate the content of employee responses. The platform should support several types of questions, rather than simple answer options that provide little information about employees. In order to understand the strengths and weaknesses of the candidate and find out how he is trained, you will need different criteria for evaluating his answers. But far from everything depends on the functionality of the platform. Without proper content, its use will be useless.
An effective grading system goes beyond typical knowledge testing tasks. It should help determine exactly which areas will require additional training. Using technology helps to learn more about each employee. The program finds areas where skills can be improved and makes personalized recommendations to stimulate learning. Offering great personalization and flexibility, the system helps to develop professional qualities that are consistent with the organizational strategy. By using technology to develop and measure these professional qualities, organizations can support better talent development and better results.
Competency Model for Training Manager
As an example, consider a model for a training manager. It identifies the seven core responsibilities and core leadership competencies that are required for successful learning management. Within each of the seven main areas, there are competencies that the training manager must have in order to successfully complete his work, as they themselves are lifelong students who constantly improve their skills.
The teacher competency model provides strategic guidance for focusing training on a trainer's strengths. In determining the competencies necessary for successful work as a training manager, the model can be used to create a plan aimed at opportunities for improving and maintaining these areas. To train future team leaders, you can also use the leadership competency model, which will become a key component of success in organizing their training.
Development of a model of competencies in training
Using the competency-based training method allows you to compare individual work responsibilities of employees and their professional skills. This method can be especially useful for training on environmental, health, and safety issues, as it focuses on content and only on what employees need to know. Its relevance increases the involvement of employees and facilitates their training, eliminating unnecessary knowledge.
Definition of competencies
The definition of competencies and the development of professional training around them is not a one-time activity, but a continuous process. Begin by identifying the dangers associated with a specific professional role.
Next, you should associate the dangers with those skills that are able to protect against them, and then determine which employees in this role should learn in order to successfully demonstrate these skills.
Competencies can also be determined based on internal corporate rules. To do this, you need to carefully determine which indicators are most valuable to the business. Based on them, it will be possible to create a system that can analyze auxiliary data in real time.
The key to the development of this system is to attract stakeholders at all levels - managers and managers, as well as employees who will enhance the involvement of their colleagues. You need to spend time developing an effective, well-thought-out approach to training based on the competence of employees.
Effective competency-based learning
With regard to Internet technology in employee training, in the worst case, its misuse can lead to erratic, inefficient training. Continuing education courses that are conducted through the Internet or through special programs should be reliable and accessible for all devices so that every student can access them and conduct their training more effectively.
Competency-based impact assessment
Measuring learning effectiveness can be quite simple. But it is also important to measure the psychological state of the employee. When a company sincerely cares about its employees and invests in their development, the staff responds positively to this and becomes more loyal. Companies can measure this parameter through measures such as turnover, productivity, and corporate reputation.
It is important to note that grades should require demonstration of full skill, and not a specific percentage of correct answers to pass the test. Professional skills training and their practical application is crucial. By identifying the competencies necessary for the successful and safe performance of job responsibilities, organizations can improve teamwork and productivity, while improving employee loyalty.
The importance of creating a model in a company
A competency model defines what separates a “good company” from a “great one.” In essence, the value of a competency model is that it determines what skills each person in a company must have in order to be “great.” If all employees perform at the “great” level, then the strategy will be successful, and the company will most likely have a competitive advantage. To survive today, organizations must constantly innovate, which only increases the number of skills needed. Therefore, it is so important to have a clear and effective corporate model of employee competencies.