Competency Framework

Competency frameworks provide clarification around the behaviors expected at different levels throughout the organization. There are two fundamental types of competencies: Behavioral and Functional. Developing a combination of both is required to be highly effective.

​

​

Behavioral Competencies

Often called soft skills, these core competencies define the how in the performance. They describe a way of doing things in relation to other people, particularly in leadership competencies.

​

Behavior attributes such as knowledge, skill set, teamwork, leadership, or technical know-how, contribute to development for greater roles and responsibility. Behavioral Competencies provide a common language and frame of reference for interpersonal and leadership development.

​

​Behavioral Competency Categories:

• Adaptability, Decisiveness, Change Agility

• Initiative, Perseverance, Resourcefulness

• Interpersonal Skills, Self-Awareness

• Organizational Skills, Teaming, Performance Orientation

• Stress Management

• Valuing Service and Diversity, Service Orientation

​

Leadership behaviors:​

• Defines clear standards and measures for individual and team performance.

• Plans are developed in accordance with the organisation’s objectives.

• Provides regular and specific performance feedback.

​

​

Functional Competencies

 Functional competencies are focused on a specific type of job, with the knowledge, skill, and/or abilities to fulfill required tasks, duties or responsibilities.

​

Each role has an individual set of competencies required to perform effectively. Developing this framework, requires an in-depth understanding of the roles within the organization.

​

Functional Competency Categories:

• Equipment or Machinery Operation

• Technical Processes

• Project or Program Management

• High-Tech Skills

​

Task management:​

• Set performance expectations and measure contributions objectively

• Focus on enhancing performance and increasing the level of work satisfaction

• Provide a roadmap for talent development and career planning

• Identify and assess 'competency gaps' in individuals and groups

  

​

​

​

A Core Competency is a deep proficiency that enables you (or the organization) to deliver unique (and qualified) value to customers. It embodies an organization’s collective learning, particularly of how to coordinate diverse production skills and integrate multiple technologies. Such a Core Competency creates sustainable competitive advantage for a company and helps it branch into a wide variety of related markets. Core Competencies also contribute substantially to the benefits a company’s products offer customers. The litmus test for a Core Competency? It’s hard for competitors to copy or procure. Understanding Core Competencies allows companies to invest in the strengths that differentiate them and set strategies that unify their entire organization.

​

A Core Competency is a deep proficiency that enables a company to deliver unique value to customers. It embodies an organization’s collective learning, particularly of how to coordinate diverse production skills and integrate multiple technologies. Such a Core Competency creates sustainable competitive advantage for a company and helps it branch into a wide variety of related markets. Core Competencies also contribute substantially to the benefits a company’s products offer customers. The litmus test for a Core Competency? It’s hard for competitors to copy or procure. Understanding Core Competencies allows companies to invest in the strengths that differentiate them and set strategies that unify their entire organization.

​

How Core Competencies work:

To develop Core Competencies a company must take these actions:

• Isolate its key abilities and hone them into organizationwide strengths

• Compare itself with other companies with the same skills to ensure that it is developing unique capabilities

• Develop an understanding of what capabilities its customers truly value, and invest accordingly to develop and sustain valued strengths

• Create an organizational road map that sets goals for competence building

• Pursue alliances, acquisitions and licensing arrangements that will further build the organization’s strengths in core areas

• Encourage communication and involvement in core capability development across the organization

• Preserve core strengths even as management expands and redefines the business

• Outsource or divest non-core capabilities to free up resources that can be used to deepen core capabilities

​

Key elements of career planning are: direction and motivation.

But what makes the plan well-designed? What makes it successful?

​