COMPETENCIES AND FRAMEWORKS

This image has an empty alt attribute; its file name is 1love.png

What Are Competencies

 An underlying characteristic of a person which results in effective action and superior performance in a job, activity or role.

To frame the game, lets understand competencies within an Industrial and Organization format and mindset.

Implanting the competency framework enables employees see the direct connection between what they should do and the organization beneficial outcomes. Creating some sort of free will. It is not vital to reach the ‘super star’ pinnacle. Some individuals are satisfied with getting the tasks done with ease. These employees are just as important within an organization and become more of a staple person within the business.

The employee knowledge value depends on their potential to contribute achievements for the self and the organization for a competitive advantage.

Competencies are not tasks of the job, they are what enables people to do the task.

The competency approach of the self and others helps you to identify and measure individual differences that are specific to working tasks and constructs especially ones that are critical for successful job performance and work output.

Competancy awareness defines the right mix for skills and behaviors that individuals would need to have in order to produce and support core competencies of the organization  and most importantly themselves.  

Understanding what competencies are, and then choosing which ones relate to the company’s needs during their selection of workforce, a clear strategy can be set in place. This can be achieved by creating a framework that can be measured.

Example of a Framework that can be used to target what a competencies are required by their workforce to achieve the company’s goals.

A table in order to identity the key attributes needed to be successful in achieving your goals.

An example of a Competency Framework

Competency Behavior  Job Done Above Standard Super Star
Behaviour 1     
Behavior 2     
Behavior 3     

This particular framework is used within Human Resource departments when doing evaluations on their employee’s during selection, hiring, promoting, managing etc. 

Methodology of creating a competency framework

A successful framework takes into consideration

  • The job description
  • Best practices
  • the organizations strategy
  • Recent trends.

Within the framework there is a competency profile for each job that sets out a specific set of competencies, It contains a limited number of competencies that are relevant to the job.

A framework should be flexible in order to allows rapid adaptation to the companies evolving needs.

 An individual job competency contain specific behaviors and characteristics which is closely applied to skills and knowledge.

If the framework is made in this way it will result in identifying the organizations core capabilities, the industries trends and the organizations own competitive advantage.

The difference between satisfactory and superstar is that defining the individual to assistant and managerial roles as well as leadership.

Having certain behaviors written down act as a guide for individuals that want to feel part of the infrastructure of a operational organization. This type of framework also help establish the psychological contract between employer and employer. The Psychological contract is needed for all business models that encompass more than one employee. It is what helps define the understanding of a salary.

The work contract is just a certificate at the end of the day for the indivudal between employer and employee. Which goes a bit something like this

DEDE – DEAR EMPLOYER , DEAR EMPLOYEE.

This is basically what you write between employer and employee without going into details or specifics of field or industry.

DEAR EMPLOYEE

DO THIS PLEASE

IF YOU DO, I PAY YOU THIS

TO PAY YOU THIS MUCH $$$$

YOU NEED TO DO THIS

  • TASK 1
  • TASK 2
  • TASK 3

YOU NEED TO HAVE THIS BEHAVIOUR TO DO THESE TASKS

  • BEHAVIOUR 1
  • BEHAVIOUR 2
  • BEHAVIOUR 3

BECAUSE I AM A KIND EMPLOYER, I WANT YOU TO ACHIEVE THIS BY HAVING A POSITIVE WELL-BEING.

THEREFORE I TRACK YOU, THIS IS YOUR COMPETENCY.

IF YOU WANT JOB, TELL ME YOUR SKILLS FOR ME TO CONSIDER YOU.

KIND REGARDS,

EMPLOYER FOR ORGANISATION.

WHEN AN INDIVIDUAL APPLIES FOR A JOB

DEAR EMPLOYER

PLEASE CONSIDER ME, I LIKE THIS JOB. I HAVE EXPERIENCE.

I CAN DO

  • TASK 1
  • TASK 2
  • TASK 3

GIVE ME INTERVIEW SO YOU CAN SEE MY BEHAVIOUR. WHEN I ACHIEVE DESIRED GOALS YOU NEED. YOU HELP ME GROW TO BE BETTER AND MAYBE CHANGE POSITION.

KIND REGARDS

PROSPECTIVE EMPLOYEE

THE HUMAN RESOURCE EVALUATION

DEAR EMPLOYEE

EMPLOYER TELLS ME YOU EVOLVED IN YOUR COMPETENCIES.

PLEASE LOOK AT THE EVALUATION OF COMPETENCY FRAMEWORK.

PLEASE WORK ON YOUR BEHAVIOUR IN ORDER TO ACHIEVE THE DESIRED RESULTS AND PAY INCREASE.

THANK YOU . HR

THIS PRETTY MUCH SUMS UP HOW GETTING A JOB IS AND HOW BUSINESSES TRY AND FISH FOR WORKERS.  UNDERSTANDING COMPETENCIES IS VITAL FOR AN OPERATIONAL ORGANIZATION THAT WANTS TO INVEST IN WORKING HANDS THAT HELP DRIVE THE BUSINESS.  WRITING BEHAVIOURS AND SKILLS DOWN HELPS SAFEGUARD INDIVIDUALS ALL ROUND. AS IT KEEPS CLEAR AND CONCISE COMMUNICATION OF WHAT IS EXPECTED OF EVERYONE.

Competency models helps capture and communicate the organization vision strategy and objectives in clear concise way.  Key behavioral attributes can be easily understood and applied in order create a good fit between the working contract between employee and an organization.

This working contract is a psychological term used within the industrial and organizational field where there an unwritten understanding that the as an employer you are going to give the Needs and Requirements needed of the people who will be dedicating their time and in return reaching the organization’s goals. 

Needs and Requirements

In order to create a standardized written contract of terms needed to achieve a goal, you need to understand what your needs are from others and the business and what is required of them in order to attain the successes of completing the demands set out for you.

NEEDS

  • Time
  • Pay
  • Tools

REQUIREMENTS

  • Dependable on Field

Organizations safeguard their employee pool by making a clear understanding of what is expected from those that they have employed to work in the business.  Or should anyway. This is the only way to show your humanistic value and not be seen as a slave or slave driver. Respect Time and Effort, we are all human at the end of the day.

It is never in the forefront of the mind to stay aware of engagement of working hands in a business. It is only when the employer has managed to achieve big pinnacles in profits, do then assess the engagement quality of their workforce. This the moment some receive promotions and bonuses for a job well done. The Boss then wants to keep the momentum up by keeping the same drive, they do this by creating new goals to work harder to achieve new goals due to evolved needs and wants. This is the moment where you can see who is up for the new challenge, part of the business infrastructure, and who becomes disengaged and needs more compassionate understanding.

This is the moment where you get the competency framework, to reframe the game. It is an old attitude that if you don’t show results you are cut. Every individual that has been recruited in a business is important. However, should there be deadweight, this will be a reality check for both employee and employer. Like I said the company needs to safeguard itself and needs to honor the psychological contract for the them and you. Well-being first. You need to be as hungry as you were when first applying for the job. If not, it is a deciding moment to see within yourself, is this job for you? is the work and effort worth it? How much does it cost you? Don’t treat work as a prison sentence, allow for change to happen, it is okay to explore your options.

The challenge in evaluating the impact of engagement is the choice of outcome measure. All measures are not equal, and interpretations can often be muddled between the differences within an organization. This is why it is important to have established the key competencies needed for each position and job role. This is more important for the employee, as this framework works like a school report as you would get when you were in school. Use this opportunity to see what you can offer for yourself and to the company. If you feel that you have reached the end of the road, change, don’t take it personally.

By displaying what is needed for an employee to work towards achieving the goals met. You must always give an employee a chance to work on the game plan, and having a written framework to always revert to. This also safeguards the employee from the employer from being unreasonable. Afterall, working hands are not slaves to the system. The competency approach also helps establish a healthy communication on what can be achieved, how one may feel and also take care with their well-being within a business and the self.

Miscommunication is a major cause of failure when implementing change in organization. So keep Key attributes, behaviours and attitudes written down. Only way to keep things clear and lines drawn. This takes a lot of emotional attachments away from the person and the job.

Employees who do not understand how important change is, are not able to comprehend how their job is affected, resulting in the employee becoming disengaged. Not only does this bring down the team, but also the departmental comradery. Sometimes without a clear framework set in place employees become confused and damped in their spirit and unfortunately loose their understanding their critical role as contributors to the desired change. We all need to feel important in the place of work, and it should be made clear that all of you ARE!

As mentioned before the competency model framework is able to reduce miscommunication as it provides an employee with a ‘manual guide’ of what is expected from them.

The form of engagement you want to drive must be specific to the strategy and source of competitive advantage your company chooses. There is a difference between a general level of engagement and specific engagement behaviors that are essential to sustain competitive advantage. So it is important for the employer to really understand what their expectations are from the individuals that make up their workforce.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s