Organizational Performance Begins with Competency Modeling

Every organization has strategies for attracting, retaining and developing employees. However, many have not defined a process for how they will attract, retain, and develop employees. Managing an organization’s talent should begin with defining competencies. For the purposes of this article, a competency is defined as skills, knowledge, abilities or behavioral characteristics that describe superior performance. Competencies pinpoint characteristics that differentiate average performers from superior performers.

Defining competencies provides a structure from which to base strategic talent management related efforts. An organization must first determine the core competencies that are required to achieve organizational objectives. These competencies are directly related to the organization’s job functions, brand position, corporate culture, and business strategy.

Competencies can then be transferred and reflected in the following organizational or talent management functions:

Selection & Recruitment

• Helps qualify and assess behavioral interviewing
• Enables consistency in interviewing

Training & Development

• Assesses employees based on specific competencies and is used to determine follow-up training
• Bases training on performance and competency gaps, targeting specific employee needs

Performance Management

• Indicates and records behaviors related to performance and desired competencies

Leadership Development

• Define curriculum that teaches competencies related and aligned to the organizational strategy

Career & Succession Management

• Guides career development by providing the necessary competencies to move into a desired role
• Serves as backing and consistency in internal promotions
•  Keeps talent satisfied in the organization when placed in the correct roles

Because not every job function requires the same competencies, various competencies may be identified for different career paths, job functions, and leadership roles.

Competencies can serve as a guide for alignment of organizational functions and management of the organization’s talent. Defining organizational competencies provides a stable and consistent structure for an organization to build upon in all areas.

If you would like to request more information about competency modeling, please contact Tony Smarrella, Vice President of Solutions Design at tsmarrellaadayana [dot] com.