Competence development is becoming a challenge for human resource professionals. Competencies sit at the heart of your HR systems. They can, and should, be integrated into all people processes. An effective competency model will give you a common language of performance, and ‘the way we do things round here’.
Integrated alignment with competencies
What are Competencies?
Competencies are like an iceberg, with skill and knowledge forming the tip. The underlying element of competencies are less visible but they largely direct and control surface behavior. Social role and self-image exist at a conscious level; traits and motives exist further below the surface, lying closer to the person’s core.
Research has consistently shown that while skills and knowledge remain important in the workplace, it is behaviors, the way people do their jobs, that differentiates the best performers from the rest. Competencies can be seen as the behaviors that lead to outstanding performance.
Iceberg Model of Competencies
The organization will conduct a workshop to get an understanding of how the organization will develop and what behaviors will be required in the workplace to drive its strategy. Decode the business strategy and culture into behavioral competencies and define the behavioral indicators of outstanding performance.
Each competency will require proficiency levels describing the abilities required to perform a job successfully. The behavioral indicators will distinguish high performers from low performs.
What it is: The desire and drive for excellence in all that we do. To be continually looking to improve and accomplish challenging objectives.
Behavioral indicators will distinguish high performers from low performs
Simplified definitions of behavioral competencies