Transparency about role expectations can go a long way to driving individual performance and engagement.
Competency frameworks are a simple way of describing the knowledge, skills and behaviours (i.e. competencies) required to perform job roles successfully. Using competencies to describe job roles and integrating this information into the people processes most critical for your organisation’s success allows you to set clear role expectations that are aligned to business goals.
Importantly, competency frameworks can underpin all people processes to ensure efficiency and effectiveness across HR functions and to ensure consistency across all levels and departments of the organisation. They can be used to:
- Develop competency-based recruitment and selection processes
- Define career pathways to attract and retain the best talent
- Underpin leadership development programs
- Identify the capabilities of your people so you can leverage strengths and target any critical skill gaps
- Identify specific learning needs and develop a targeted learning curriculum
- Provide managers with the tools required to have more objective and meaningful development discussions
- Develop more transparent and objective performance management processes
- Develop competency-based compensation programs that attract and retain talent
- Identify and develop high potential individuals and potential successors for senior and critical business roles
Competency frameworks provide clarity to individuals about requirements for success in their role, but they also play an important role in providing managers with a toolkit for more objective and effective performance and development conversations. Providing effective support for performance and development discussions is something that most organisations struggle to do well.
Most organisations that use competencies report more effective performance and development discussions as the greatest benefit of a well-embedded framework, particularly when managing poor performers. If you’ve ever had to manage a poor performer, you know how difficult those conversations can be, so it’s no surprise that managers often value this benefit most!
If you are interested in finding out more about competency frameworks and how they can help your organisation to attract and retain the best talent, feel free to contact me at jenny@plumconsult.com.au
Jenny Simonovska – Director Plum Consulting www.plumconsult.com.au
