A competency model is used to define the ideal set of skills and traits required for a specific job or role withing an organization or government. Several different models exist and many companies ...
The Competency Model Clearinghouse also offers real-world examples of competency model use. Explore how business, educators, and the workforce investment system are developing and using industry competency models to address their workforce challenges at the Models in Action.
HR Specialist Competency Models . HRA has developed competency models for nine types of HR Specialists. Within each HR Competency Model, there are three profiles: Foundational, Intermediate, and Advanced. A profile is a subset of a competency model, and it reflects specific roles and levels of experience.
A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills.
A competency is an underlying characteristic of an individual, which can be shown to predict Superior or Effective performance in a job; and indicates a way of behaving or thinking, generalizing across situations, and enduring for a reasonably long period of time.
validated this model by providing role-specific examples of every key behavior in the model. We also relied significantly upon research in the organizational, business, and education domains that indicated which competencies and behaviors are most tied to effective leadership, management and student achievement.
The competency model itself can take various forms depending on both organisational and cultural fit. However, no matter the form and expression, we recommend three strategic issues that need to be discussed and answered in order to set the frame for the competency model. The example below is based on a public health organisation.
Use a pre-set list of common, standard competencies, and then customize it to the specific needs of your organization. Use outside consultants to develop the framework for you. Create a general organizational framework, and use it as the basis for other frameworks as needed. Developing a competency framework can take considerable effort.
This example illustrates how leadership competencies can be used in the workplace. A fair process for identifying high potentials, such as a competency approach, may lead to higher perceived fairness.