Competency Framework Consultancy
We can help your organisation create a Competency Framework, a set of competencies that clarify and define high performance to your employees. Competencies show what is expected of employees and demonstrate a set of behaviours, skills, attitudes and knowledge that will be valued, recognised and rewarded. They steer your employees towards excellent performance.
Our Employee Development Surveys show to what extent individual employees possess, embody or have mastered the required competencies.
“[Competencies are]… underlying characteristics that are causally related to superior performance…”
David McLelland, Harvard University.
What are Competency
Frameworks?
Competencies are sometimes also called Success Factors or Core Skills.
A Competency Framework is a structure that sets out and defines each individual competency (such as problem-solving or people management) required by individuals working in an organisation or part of that organisation.
Where Competencies and 360° feedback fit into standard business models:
Key benefits of Competencies for organisations
Defines the abilities, skills and behaviours required for job roles
By clarifying to employees what is expected of them, it enables them to achieve a high level of competence in an efficient manner
Establishes a framework for constructive feedback by management
Helps shape training or professional development activities so that they are cost-effective, goal-oriented and productive
Reduces cost overruns caused by miscommunication of job role and standards
Improves communication between employee and management
Helps identify transferable skills, making it easier to move employees within the organisation
Key benefits of Competencies for employees
Sets clear performance expectations for employees, enabling them to make better decisions and work more effectively
Gives employees insight into the overall strategy of their team, department, and organisation, leading to greater engagement and motivation
Enables employees to be more proactive beyond their individual roles, by learning additional competencies that are valued by the organisation
Provides clear direction for learning new job skills
Offers a reference resource for day-to-day requirements
Increases the potential for job satisfaction
Provides a mechanism for the recognition of employees’ abilities
Ensures that individual professional development and training milestones are recorded and acknowledged by the organisation