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Competency Model

A competency model identifies the competencies needed for successful job performance. It is used for recruitment, selection, training, development, and performance evaluation. The document outlines a process to develop a competency model which includes: 1) grouping jobs into families and levels, 2) defining core, functional, and leadership competencies, 3) creating a competency matrix to assess competencies for each position, and 4) finalizing the competency models for use in human resource processes.

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nashwa seleem
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114 views

Competency Model

A competency model identifies the competencies needed for successful job performance. It is used for recruitment, selection, training, development, and performance evaluation. The document outlines a process to develop a competency model which includes: 1) grouping jobs into families and levels, 2) defining core, functional, and leadership competencies, 3) creating a competency matrix to assess competencies for each position, and 4) finalizing the competency models for use in human resource processes.

Uploaded by

nashwa seleem
Copyright
© © All Rights Reserved
Available Formats
Download as XLSX, PDF, TXT or read online on Scribd
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Competency Model

A competency is a characteristic of an employee that


1. contributes to successful job performance
2. the achievement of organizational results.

A competency model is a set of competencies relevant to performance in each job in the organization.
competency models are used for:
identifying which competencies relate to employee’s role is necessary. It helps to
identify the development needs and will suggest which areas could make best use of
the natural talents. The competencies can also be used:
1. Recruitment and selection process to ensure that the best people are selected to
Meet the needs.
2. When selecting internal applicants for delegations and/or promotions upon
performance appraisal process result.
3. To determine appropriate training needs and programs.
4. For career and personal development including the development of an exciting
career path within firm.
5. For managers, competencies provide resources to help them select and develop employees, and provide way to
guide performance feedback.
6. For employees, competencies describe what “great” performance looks like.
7. Clarifies job standards for performance appraisals
The steps for setting a competency model:

1) Job Families;

Division all jobs in accordance with the level of the position in the company into four levels as the following

Operation Level Supervisory Level Leadership Level


Supervisor, Manager, Operation
Example Junior, Assistant Senior, Team leader manager
Definition specialist in a specific support Having a good experience and Is very experienced and manages
function, or is a generalist with leads his team in projects or projects or programs
limited experience program
Tittles *Performance Analyst *Performance Analyst team *Operation manager
*Junior developer leader *Financial manager
*HR Generalist *Senior accountant *Sales manager

2) Competency Framework

Dividing all competencies into three types as the following;

Core Competencies Functional Cmetencies Leadership Competencies


Definition It is required for all employees It is required to perform the job Leadership competencies are
in the organization and vary by the job(Technical) leadership skills and behaviors that
lead to superior performance
Definition It is required for all employees It is required to perform the job Leadership competencies are
in the organization and vary by the job(Technical) leadership skills and behaviors that
lead to superior performance

List of Integrity Business writing Decision making


Coetencies passion Time management Strategic thinking
Teamwork Quality dedicated Team building
Learning Job knowledge Managing change
Communication skills

3) Competency Matrix;
as a result of competency framework
A competency matrix is a tool by which a person’s competencies are assessed.
It is used as a means to define the required competencies for a particular position.

Framework Core Competencies Functional


Job Families
Position Integrity passion Teamwork Learning Business
writing
Junior Performance Analyst
Operation Junior Developer
Level HR Generalist
Performance Analyst S.head
Supervisory Senior Developer
level
Operation Manager
Leadership Sales Manager
Level

4) Set up the competency models;

• Identifying every competency from the three levels of the competency framework (tittle, definition,
proficiency standard according to every level at job families)
• Determine the competency’s ratio from the overall ratio of the performance appraisal
(it will be from 20% to 30% from the overall performance appraisl)
• The result of the competency matrix will support in recruitment function by using the CBI
(competency based interview)
• The result of the competency rating will support in training and development function by using it to determine
the gaps and the development areas of every employee in the firm.
• Ask the managers of the departments to determine the competencies for every job at thier department
rganization.

ees, and provide way to

as the following

Leadership Level Top Management


sor, Manager, Operation
manager
perienced and manages Is very experienced and
r programs manages projects or
programs
on manager *CEO
manager *CTO
nager

dership Competencies
p competencies are
p skills and behaviors that
perior performance
p competencies are
p skills and behaviors that
perior performance

making
thinking
ding
change

Functional Competencies Managerial Competencies

Time Quality Job Communication Decision Strategic Team Managing


Management dedicated knowledge skills making thinking Building change

definition,

using it to determine

er department

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