“Competency” is the measurement unit of HR systems nowadays. Competency is basically the knowledge, skills, attitudes and other personal characteristics that affect how the individual approaches his or her job requirements, duties, and responsibilities from different aspects such as communication with others, achieving objectives, analyzing situations, handling conflicts, and other job related activities.
The main objective of Competency Modeling is to link every individual’s capabilities and preferences to each job requirements in order to build up the organization’s core competence.
At JOBMASTER, we tailor your specific Competency Model by integrating and transforming your organization’s Vision, Mission and Values, into a batch of core competencies for the whole organization and specific competencies for individual departments. The Competency Model is therefore, the back bone of all HR activities from recruitment and selection, passing by talent management, and up to the promotion of organizational leaders.
How we do it
- It is essential to collect data about required competencies from both job executives and those familiar with the work or those being influenced by the job scope. This may include managers or supervisors, subordinates and colleagues.
- Since the Competency Model will strongly depend on the accuracy of the data collected, we have to nominate credible, high performers and knowledgeable participants.
- The central outcome of this step is to have a well-defined list of all individuals who will participate in the project. The list shall also include locations, preferred way of contacts, and availability.
- Conducting data collection: Prior to the start, we will review the job descriptions provided by your organization and subsequently conduct literary reviews about each. This process will in turn allow us to create interview templates including main questions.
- Our main approach to data collection will be based on the Head Office Competency Framework and will be followed by “Behavioral Event Interviews”. Based on the quality of the outcome, we shall decide whether we will need to go further and use other methods or not. In case we need to validate specific evidence, we may use “Direct Observation” to reach certain conclusion.
The outcome of this step will be a detailed ‘Position Evidence Report’ for each position.
Extracting Behavior Indicator:
- Based on the ‘Position Evidence Report’, we will extract from our ‘Competency Dictionary’ relevant behavior indicators for each position. This is a very critical stage and needs integration of expert opinion as it is the basis for the final competency model. Indicator selection is done in a way to guarantee the logical development of each indicator level from one stage to the other.
- This outcome of this step is a list of behavior indicators for each position.
- Based on the selected behavior indicator, we will integrate and compile competencies to tailor your own organizational Competency Model. The model will have two dimensions.
What we deliver
Competency dictionary including *:
- Core competency
- Leadership competencies
- Specific competencies
- Technical competencies **
2. Competency Matrix
* Not all competency types are applied in every project
** Not applied for all disciplines
- Accurately defined core competencies: Based on workshops with Top Management and taking into consideration the company’s Vision, Mission and Values.
- Leadership Model: A correct and well developed Leadership Model based on accumulated experience.
- Functional Competencies: Through customized outcomes based on behavioral interviews.
- Large bank of competencies: Built over 5 years of operation.
- Assessment Center: Extensive experience in Assessment Center and how to build competencies’ behavior indicator by which these could be assessed.