Conclusion: A well-designed competency model, along with a well-designed implementation strategy, yields the best results with regards to creating powerful and integrated people practices.
Reference: Implementing Competencies Effectively by Kenneth Cooper. Excerpt from Effective Competency Modeling and Reporting. American Management Association For more information, contact Lori Bierman at sales@batrushollweg.com.
Why This Article Is Important: For many organizations, competency models and competency-based programs have become the essential foundation for hiring, training and developing employees. In order to ensure the effectiveness of these programs, the competencies need to have buy-in from top to bottom in the organization and need to be strategically aligned to drive business results, and provide value to the individual and organization.
Major Findings: When implementing competencies within an organization, it is important to define expectations at the outset of the project. These expectations include the desired outcomes for the organization (e.g. improved hiring, placement, development, productivity and performance) and the employee (e.g. better understanding of position requirements, training resources, and what is necessary to get ahead). This drives the desired deliverables – the actual competency model, assessment tools, individual development plans, training programs, etc. Finally, effective competency-based programs have a built-in means to measure results which can range from anecdotal feedback to performance impact to improved business results.
What Does It Mean To You? a) Effective implementation of competency-based programs requires a great deal of initial strategic planning to ensure positive impact and sustained results; b) It usually takes about three years to ensure that an acceptably reliable competency model and assessment is in place. This involves establishing a baseline, evaluating and refining the model itself, and measuring impact on performance and business results; c) Measuring individual performance based on competencies can be conducted in various ways including self-assessment, 360° assessment, and objective assessment. The best competency programs utilize a range of these assessments and d) Creating a positive "buzz" about competencies and their benefits to the employees and the organization will help these programs become a everyday part of each person's position and job success.
