Developing and Updating Competency Models
A competency model allows an organisation to better manage its employees, benefits and compensation system, and employee development. Each organisation has its own specifics, strategic objectives and the challenges they pose. These objectives and challenges place specific demands on people - some qualities and skills are more useful and more supporting of success in longer term. It is useful to identify the behaviours, standards and expectations that are most important for success an create a competency model to accelerate achieving strategic goals.
Competency assessment identifies the strengths and potential of employees as well as their development priorities, increasing leaders' awareness of their teams and resources, resulting in more informed decisions and improved overall leadership quality (Bartram & Inceoglu, 2011).
Why create a competency model?
- Divides job content into understandable and meaningful components.
- Allows objective comparison of people and their potential.
- Allows comparing candidates for a position.
- Provides a structure for benefits and compensation system that drives organization's growth.
- Provides a structure for development and cooperation interviews.
- Enables planning for development and career development.
- Enables more effective implementation of performance and talent management.
Figure has over 33 year of experience in creating competency models for successful organisations in both public and private sector.
Olga Dzene
Senior Consultant - leadership developer
+371 26 421 219
olga.dzene@figure.lv