Benefits of Using Competency Model
Competency Model
Small and large companies can benefit from the use of competency models. Unfortunately, many business operations develop these models for only one specific purpose. Once the purpose has been fulfilled, business management may discard them so that they are no longer used. Although this strategy may be acceptable in many companies, it’s not the original intent of competency test and competency management. Therefore, here are a few ways that management can take full advantage of numerous job competency models.
Ways to Use Competencies to their Maximum Potential: Utilize an Integrated competency model robust solution. For instance, with a more comprehensive solution, models can be used for a diversity of HR processes including employees’ framework, training and rewards.
Use for assessment exercises: HR Comp. models can be used for various assessment exercises. The exercises may include candidates that apply for internal job positions as well as well as applicants that apply from the outside.
HR can use comp. models for team building: This model may be developed to accommodate high performers. Additionally, by using competency models, HR can keep the top performers in key positions. These are the people that can assists with guiding the development of others who need help in the organization. Thereby, creating and facilitating strong knowledge teams for whole operations.
Advance in Technology and Comp. Models: As this technology evolves, organizations can develop more competency models at a lower cost. This cost reduction may be accomplished by purchasing off the shelf software products to assist with the construction of competency models. On the other hand, some companies are customizing their programs to fill their needs. By integrating competency dictionaries into the process, it cuts down on the time of analyzing jobs.
As the business world moves closer to paperless societies, many of these competencies will be designed to simplify processes in order to make things better. Today, however, the development of competency models is still a predominately human process since it requires numerous manual procedures to extract what’s needed (i.e. interviews, collecting data, and analyzing information, observing human behavior, expert panels or resource panel, and creating a model document).
Those who create the models for use in their organization must do a thorough job. If this part of the process is haphazardly done prior to deploying it to automated medium, the results will only yield GIGO (garbage in, garbage out). For instance, if a competency model is used to fill positions within an organization, it can assists with identifying the exact skills and expertise needed for the job. Using the right combination for the job can make the difference between getting the top performers for an organization and recruiting people that perform at average or below mentality.
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