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Competencies
What are they?
‘Competencies are a signal from the organisation to the individual of the expected areas and levels of performance. They provide the individual with a map or indication of the behaviours that will be valued, recognised and in some organisations rewarded. Competencies can be understood to represent the language of performance in an organisation, articulating both the expected outcomes of an individual’s efforts and the manner in which these activities are carried out.’ CIPD
or
Capability in a job = Knowledge + Skills + Behaviour
Skills may make someone eligible for the job
- Minimum standards to be technically effective in a job
Behaviours may make someone suitable for the job
- Required to achieve a high level of performance in this organisation
What can we use them for?
- Job design
- Recruitment
- Performance Management
- Training and Development
- Reward
- Career and Succession Planning
What sort of examples are there?
Here are just a few examples. The requirements, culture and values of the organisation will define them differently.
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Analysing Information |
Enjoys analysing numerical data and seeks to identify and explore the key elements in information before making commitments. Tends to like to use facts and figures when planning and reporting and is concerned about accuracy and detail. |
Drive and Determination |
Is ambitious and determined to succeed. Readily accepts and very much enjoys a challenge and is motivated by having stretching targets and objectives to meet. Is energetic and works hard in order to achieve results. |
Meeting Objectives |
Strives to deliver what is expected or required of them and avoids letting other people down. Is dependable and persevering. Work is often conducted in a thorough and methodical manner. |
Oral Communication |
Talks readily and confidently to people, expressing themselves with obvious ease. Speaks out and makes themselves heard, often playing a leading and influential role in debate and discussion. |
Why bother with them?
- They can give a clarity and consistent language to all people processes, making them readily understood by individuals and teams
- Everybody knows what is expected of them
- Applying them to people processes helps improve performance
- They provide a means of articulating corporate values and objectives
- Can achieve cultural change
- Understand the skills we have
- Define the skills we need
- Provide consistency and fairness in recruitment
- Can raise skill levels
- Support the business strategy
- Produce job profiles
- Identify training needs
- Develop what we have to fit the strategy
- Manage out what we doesn’t come up to the required standard
- Improve business performance
Contact Angie Martin for further information on:
- Competency based interviewing
- Psychometric assessment in selection
- Assessment Centres
- Producing Job Profiles
is a product from 
assessments can be done online or paper and pen and accessed from Angie Martin
