Competencies

What do we mean by ‘competencies’?

Our work with people, job evaluation and performance management sometimes prompts clients to ask the question, "If you can evaluate my job, can you evaluate me?".

In answering this question we utilise a competencies model based on that originally developed by Professor David McClelland, (the founder of competency) as described in "Competence at Work - Models for Superior Performance" by Lyle & Signe Spencer because it contains 20 of the competencies that capture 80 to 95 per cent of the distinguishing characteristics of superior performance.  

Competency based approaches to developing employees

Some questions and answers which can help you decide whether a competency approach will add value to your training initiatives:
 

What is meant by a competency based approach to training?

Competencies define the behaviours individuals need in order to perform a job effectively. The job itself defines the set of deliverables to a specific standard that has to be met. Two individuals can be trained to the same level of ability in a skill. When placed in the same real situation the same two  people will achieve different levels of success. Competency based training integrates the behaviours and skills needed to perform at the highest level.
 

What has instigated a move towards a competency approach?

Several factors have contributed to this:

• The need to be able to directly link an individual’s performance to achieving key company objectives.
   

• The need for development programmes to enable individuals to improve the way in which they carry out their jobs over a sustained period.
   

• The requirement to clearly identify and assess an individual’s ability to meet expectations.
   

• The benefit of having a methodology which has the versatility to be used for recruitment, career and management development, pay and performance and change management.
   

• The failure of traditional approaches to deliver the necessary changes in attitude and behaviour of individuals appropriate to the environment in which they operate.
   

What does a competency approach involve?

1.  Reviewing your company’s key objectives, mission and purpose.

2.  Identifying and defining competencies in key roles.

3.  Designing training modules to develop competencies to meet outcomes.

4.  Determining a programme of activities for individuals to demonstrate improvements in job performance.

5.  Developing ways of monitoring and assessing competency standards over time.