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Competency Models
Competency models identify the knowledge, skills, and abilities necessary to successfully perform critical work functions across an organization, industry, or occupation.
A competency model is a model that describes the requirements and attributes for competent (successful or exemplary) human performance in one or more roles or performance settings. As such, the elements of a competency model communicate, in clear terms, the circumstances and conditions of performance.
Competency Example
An example of a competency is "conceptual thinking", defined as: finding effective solutions by taking a holistic, abstract or theoretical perspective. A person demonstrating this competency would probably be able to: Notice similarities between different and apparently unrelated
situations Quickly identify the central or underlying issues in a complex
situation Create a graphic diagram showing a systems view of a situation Develop analogies or metaphors to explain a situation Apply a theoretical framework to understand a specific situation
Competency Models
“Core Competencies” for sustainable competitive advantage.
More general descriptions that cut across many categories of jobs.
Integrated with selection, training, and performance management.
Competencies Behavioral indicators Validation
Elements of Competency Model
Depends on Purpose – no agreement, but generally include: Significance of meeting organization’s strategies
(sometimes implied in the development of core competencies)
Expected outputs or results of performance Competencies for fully successful performance Competencies that distinguish exemplary
performance (if identified) Behavioral indicators that describe when competence
is being used appropriately
Developing A Competency Model
Steps in Developing Competency Models Gather Background Information
Catalog and review existing resources Decide for each job family how to gather
data Comprehensive job analyses Expert panel Structured interview
Identify set of generic competencies, if possible
Steps in Developing Competency Models Collect and Analyze Data
Identify themes Develop draft model
Competencies Clusters Indicators or levels
Steps in Developing Competency Models Review with sponsors/key leaders
Discuss each competency Names and definition Specific behaviors used to describe
competency Elimination of any competency Additional competencies
Revise model Communicate Model and Uses
Anheuser-Busch Competencies
1. Task force (HR staff and facilitator) identified key business imperatives.
HR Staff and consultants Company strategy and business objectives Mission and values
2. Focus groups of managers reviewed competencies Narrowed and prioritized list Confirm or edit 4-5 specific employee behaviors for each
competency
Anheuser-Busch Competencies
3. Questionnaires sent to supervisors who were asked to rate the frequency that each behavior was exhibited by:
Top performers – “role models” Satisfactory or competent employees Employees who need improvement
4. Completed competencies integrated with selection and performance management system.
I. Achieving Competitiveness
Customer Focus: Aggressively monitors and anticipates customer requirements and responds to them in an appropriate manner.
Business Focus: Strategically monitors business performance and environment to enhance competitive position.
Innovation and Change: Actively seeks out new ideas and displays creativity in adapting to changing conditions.
Results Orientation: Demonstrates the drive and persistence to meet and exceed job goals for self or other.
Analysis and Planning: Uses critical thinking to solve problems and develop effective work plans.
Systems Thinking: Improves and integrates business process to meet organizational strategic goals.
Technical / Functional Expertise: Demonstrates, enhances, and shares job-related knowledge and skills.
II. Succeeding Through People
Valuing people: Demonstrates respect for others regardless of personal background.
Commitment to Development: Develop own and others’ capabilities to better meet organizational needs.
Professionalism: Demonstrates candor, composure, and commitment to obligations in work relationships.
Empowerment: Delegates or accepts responsibility to expand own capabilities to take appropriate risks and make decisions.
Influence: Uses appropriate methods to motivate others.
Team orientation: Accepts the team approach and takes necessary action to support its processes and goals.
Performance Levels for Persuasion
Persuasion - Influencing the behaviors or actions of others. The changes in behaviors or actions may not be observed immediately.
Uses for Competency Models
Selection Training Performance Management Developmental Planning Career Pathing Compensation
Common Barriers to Success of Competency Models Lack of expertise in building models Complexity of some models seems confusing Limited support by top management Competing priorities Lack of resources Lack of linkage with organizational strategy Lack of ongoing evaluation Not integrated with all HR processes
Financial Services - Building Blocks for Competency Model
Industry-wide Financial Services
Business Operations: Performs activities associated with transaction management and understands the business operations performed by organizations within the financial services industry.
Critical Work Functions: Exercise appropriate techniques to gather client information. Examine client’s money management patterns to determine a client’s
financial situation. Describe procedures necessary to execute financial transactions. Use financial information to manage client records.
Industry-wide Financial Services Business Operations (continued):
Financial Organizations Understands the roles and activities provided by organizations within
the financial services industry, including banks, investment banks, insurance companies, and stock brokerages.
Transaction Management Demonstrates the ability to process financial transactions without
error; Resolves cash discrepancies, and maintains accurate records of
transactions; Understands the principles of confidentiality as they relate to
transaction management.
Class Exercise
Break into groups of no more than 6 Review Working together as a team competency
and identify performance criteria and examples of evidence
Turn in results with names of all in the group
ELEMENTS OF COMPETENCY
PERFORMANCE CRITERIA
EXAMPLES OF EVIDENCE
Working Together as a Team: Actively participates as a member of the teamtoward the completion of team goals.
Advantages of competency models
Disadvantages of competency models
Advantages of competency models Flexibility Integration Cultural fit
Disadvantages of competency models Vague Less defensible Harder to justify paying someone for what
they are capable of doing vs. what they do
