Features
Published November 2005
Using Technology to Enable Competency Management
Steve Gluckman
Many organizations have embraced the idea that a competency model can greatly enhance the ability to produce a high-performance culture. A competency model describes a set of individual skills and behaviors, tied to organization strategy and vision, that are required for superior individual performance. Core competencies can then be tied to performance evaluations, recruiting, team assignments, succession planning and more.
“By developing and utilizing a competency model, we are able to identify a success profile for our workforce,” said Heather Bock, director of professional development at Howrey LLP, an international anti-trust and global litigation firm. “The model provides clear behavioral examples of performance expectations, as well as a road map for advancement or development of individual attorneys.”
Simply put, competencies are skill sets that are evident in successful performance. They are honed and developed through a series of work and life experiences, training, learning, observation and feedback. By reviewing their performance expectations, individuals will see exactly what they are expected to achieve in order to excel within a team, department or organization. By comparing their actual skill levels to these expectations, the employees, with assistance from a supervisor, can create a plan to improve their skills and meet expectations for performance.
Providing the Resources
For a competency model to be an effective tool, an organization must allocate the appropriate resources to ensure its success. This means finding ways to support the model and ensure that individuals get the training and support they ...