Development of competencies How to apply it in my company? - Emptor

The competency development method refers to a structured and systematic approach to improving an individual’s skills, knowledge, and capabilities. It involves identifying the desired competencies for a particular job or role and then creating a plan to develop or enhance those competencies.

Steps of the Competency Development Method

The competency development or competency-based method typically involves the following steps:

1. Competency Identification:

   • The first step is to identify the competencies required for a particular job or role. This can be done through job analysis or by reviewing competency frameworks.

2. Competency Assessment:

   • Once the competencies are identified, the next step is to assess the individual’s current level of competence in each area. This can be done through self-assessment, 360-degree feedback, or other assessment tools.

3. Development Plan:

   • Based on the assessment results, a plan is created. This plan outlines the specific activities and resources that will be used to develop or improve the individual’s competencies.

4. Competency Development Activities:

   • The actual activities used to develop the competencies can vary widely and may include on-the-job training, coaching, mentoring, formal training courses, or self-directed learning.

5. Final Competency Assessment:

   • Once the activities are completed, the individual’s competence level is re-evaluated to determine if the desired level of competence has been achieved.

Competency Development Methods

There are several competency development methods, including:

• Training and Development Programs: This method involves providing structured training and development programs to individuals to improve their skills and knowledge in a particular area.

• Coaching and Mentoring: This method involves pairing individuals with a coach or mentor who can guide and provide feedback on their performance, helping them develop their skills and competencies.

• Job Shadowing: This method involves allowing individuals to observe and learn from experienced professionals as they perform their job functions.

• On-the-Job Training: This involves providing practical training and support to individuals as they perform their job tasks.

• Performance Feedback: This involves providing individuals with regular feedback on their performance and identifying areas for improvement.

• Self-Directed Learning: This involves encouraging individuals to take responsibility for their own learning and development, providing them with resources and support to achieve their learning goals.

The choice of method will depend on the specific needs and objectives of the organization and the individual. A combination of methods may also be used to achieve the desired competencies.

Benefits of Competency Development

There are several benefits to using the method to improve an individual’s skills and capabilities:

• Improved Job Performance: Developing the competencies required for a particular job or role can lead to improved job performance. When individuals have the necessary skills and knowledge, they are more likely to succeed in their role.

• Career Advancement: It can lead to opportunities for career advancement. When individuals have a broader range of skills, they may be considered for promotions or other opportunities.

• Increased Job Satisfaction: When individuals feel confident in their abilities, they are more likely to experience job satisfaction, which can lead to increased motivation and productivity.

• Improved Organizational Performance: When individuals within an organization have the necessary competencies, this can generate better results for the organization, such as higher revenues or greater customer satisfaction.

• Succession Planning: The competency development method can also be used for succession planning, allowing organizations to prepare their employees for future opportunities.

Frequently Asked Questions

Q. What is the difference between competencies and skills?
A. Skills are specific, such as using certain software. Competencies are broader, involving the application of multiple skills to achieve a goal, such as interpersonal skills.

Q. How do you identify the competencies required for a job or role?
A. Through job analysis, identifying the necessary tasks and skills. Competency frameworks for different roles can also be used.

Q. What are some examples of competency development activities?
A. They can include on-the-job training, mentoring, formal courses, or self-directed learning. For example, attending a communication skills course or receiving coaching.

Q. How is the success of competency development activities measured?
A. By re-evaluating the competence level after completing the activities, using self-assessments or 360-degree feedback.

Q. How can organizations ensure employee acceptance and commitment?
A. By communicating the value of competency development and aligning activities with employee goals, as well as recognizing and rewarding achievements.

Human Capital is the Best Investment

Overall, the competency development method is a valuable tool for improving an individual’s skills, which can lead to better job performance and career advancement. In any organization, the most important asset is its employees; that’s why investing in competency development is key.

Investing from the recruitment process is important to build a team that can achieve the goals. One of the principles to follow when choosing the right people is to conduct due diligence in researching and validating the identity of potential employees. Emptor can help you perform automated validations; schedule a demo to learn how we can assist you.