Competence Framework
Recent research has demonstrated there is a direct correlation between business results such as market growth and higher than average profits and the competencies the organisation focuses on. It demonstrates that successful companies focus on a few competencies and that these competencies vary according to business strategy and organisational maturity. It also shows that successful companies review and update the competencies regularly in line with changes in the business. After all, the competencies that helped you get to where you are now may not be the same as the ones you need to move forwards.
Sample competence framework showing competencies mapped to activities.
Whether you are seeking to introduce a new competence framework, or have one that needs re-vitalising, Head Light Communications will help you get the best results by applying practical best practices. We will help you:
- select the right enabling competencies for your organisation, aligned with
your strategy
- express the competencies in terms the business will recognise, aligned with culture and values
- define measurable behavioural indicators that can be readily recognised and observed by operational managers and staff
- design and implement the processes and tools that put the competence framework into practice.
Approach
We start by creating a definition of ‘what good looks like’ for a role, modelled on the actions and behaviours of current high performers. We work in partnership with the line of business to ensure they ‘own’ the result. We use a range of highly effective analytical techniques including work analysis, behavioural event interviews, repertory grid analysis, and critical incident analysis. To ensure we involve the right people, whilst being mindful of their time we conduct interviews face-to-face, by telephone and in small focus groups.
We draft the competence framework based on this input and define observable behavioural indicators for each competence. The competence framework can use, as a start-point, an existing framework already used within the business, a relevant professional or industry competence framework, or draw from our own library of competencies. Our library of competencies are pre-mapped to a dictionary of business activities. This enables rapid and accurate identification of the relevant enabling competencies for roles by selecting the key activities performed by the role-holder.
Whichever the start-point, our approach will ensure that the competencies selected are the right ones for the organisation, reflecting current business strategy, maturity, culture and values. We review the draft framework with a representative group of role holders to confirm its relevance and to make sure it is clear and easy to understand. We also review it with managers, leaders and other key stakeholders. This step ensures the competence framework is forward looking and allows us to identify the key transformational competencies required for future success in the role.
The result is a definition of key competencies, aligned with the roles we have analysed, expressed at different levels, each with a set of behavioural indicators that operational managers and role holders have confirmed are highly relevant, and readily observed. This framework will provide the foundation for developing assessments for use in performance and development reviews, and for recruitment and selection (see Assessment design for more information).
Click here to request further information or ask us to contact you.
