No Image Available

Prateek Malhotra

Copal Amba

Trainer

Read more from Prateek Malhotra

googletag.cmd.push(function() { googletag.display(‘div-gpt-ad-1705321608055-0’); });

Skill based competency framework

default-16x9

Hi,

I need help on the following

  1. Skill based competency framework
  2. How does mapping people benefit the HR, Orgn
  3. What is the best approach to go about it for a 3000 employee company

Any help is appreciated as I have never done this before. I need to be able to fininsh this in two months time

Thanks

Prateek

 

2 Responses

  1. Hi Prateek,
    Hi Prateek,
    when a company has a defined competency framework they benefit by having a clear ‘blueprint’ for the type of skills and behaviours they require to meet their organisational strategy. HR can recruit against the competencies which means they are more likely to get the right people in the right job at the right time. Meeting each competency can also support performance management and individual development when mapped against the ‘desired’ skills and behaviours. Linking individual performance to company goals and values allows companies to recruit effectively, identify competency or expertise gaps, plan training, manage processes, succession planning, and to evaluate performance overall. To design a competency framework, start by collecting competency information across departments. this will help to create a standardised set of competencies for all roles within the organisation. Map each role with desired competencies in an agreed framework including the following: People management, Customer service, Problem solving, Achieving results, Communication, Innovation, Productivity, Personal effectiveness, Leadership, Teamwork, Specialist etc.
    Ensure you include behaviours and sufficient information to assess against the competency. This is critical: Avoid general statements or too much detail as this will make the process overly complex.
    For a company of 3000, define ‘cluster of role types’ and departments, work initially from job descriptions to identify skills, attributes, knowledge and behaviours. align with the organisation strategy, goals, values etc. Aim for a maximum of 12 competencies to map against a role and cluster similar competencies together. Offer examples and definitions to clarify. If the framework is not user friendly managers will not use it in the way in which it was intended. Provide clear guidance and practical training to promote the benefits and to pilot the framework. Use constructive feedback from the users to make final adjustments. Remember – The users are the drivers with this one! Good luck.

  2. Hi Prateek,
    Hi Prateek,

    I did a consultancy in this area as an employee of global telco/tech company where we put a program in for a local Malaysian Telco. You may wish to contact me at rictownsend@yahoo.com I am currently living in Australia.

    Ric

No Image Available
Prateek Malhotra

Trainer

Read more from Prateek Malhotra
Newsletter

Get the latest from TrainingZone.

Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.

 

Thank you!