Here at AssessSystems, I get daily calls from "newbies" for employee profiling. These people often start the conversation with "we would like to test a candidate." When I start to research, it becomes obvious that the hiring manager does not have a selection system and really has no idea of ​​the competencies required to be successful on the job. Did I say competitions?

Today, many organizations use competency models to link their human resource processes; However, most hiring managers don't understand what a competency is or how to develop a model for employee selection and development, so here is a short 101 course on competency development.

What is a competency model? A competency model describes the competencies required to perform effectively in particular roles. This set of competencies is then used as standards against which to: - Select new staff Develop staff Assess ongoing performance of staff in these roles.

Competency models allow a set of standards to be applied across the entire range of HR processes. This provides common language and understanding and consistency when evaluating individual performance, whether for selection, development or performance management purposes.

Components of a competency framework A competency framework consists of 3 main parts: -Behavioral indicators Competencies Competency groups.

Behavioral indicators: These are examples of behaviors that would be observed when someone demonstrates competence. They are the building blocks of the competency framework. For example, the behavioral indicators for the "Teamwork and Collaboration" competency are: Identify when team members need support and provide it. Voluntarily share knowledge and information with others. Collaborate effectively in informal meetings and interactions.

A competency - This is a set of behaviors, which shows that a person has the skills, knowledge, abilities and personal attributes to perform the job competently.

The best way to describe competencies is to use behavioral language that describes the actions necessary to achieve the organization's objectives. For example, the "Teamwork" competency is described as "Work with others to achieve goals cooperatively."

Groups of competencies: they are individual competencies that are grouped into groups of competencies. For example, the "Teamwork" competency is part of the "Working with others" competency group. Other competencies that would be part of this cluster are, "Influence and persuade", "Build relationships", "Manage others", etc.

Below is an example of some of the behavioral indicators associated with the "Customer Service" competency, which is part of the "Working with Others" competency group.

Customer Service Recognize and understand customer needs and deliver in a way that exceeds customer expectations.

Behavioral indicators Listen to and assess the needs, suggestions and comments of customers.

Develop and maintain positive and constructive relationships with clients.

Exerts a high level of effort to meet customer needs in a timely manner

AssessSystems has a competency library consisting of a comprehensive set of commonly used job skills and behavior indicators. The library is used to develop specific competency models for all jobs within an organization. The number of competitions in a specific model varies. Typically, a competency model will consist of a set of 8 to 12 competencies per job position.

Author's Bio: 

The science of physics offers an excellent example of simplicity and elegance. Physicists are often driven to refine their theories to an "elegant" formula.