How Competency Frameworks Improve Employee Engagement
April 10, 2020
The drive to achieve competitiveness and excellence is everybody’s business.
Satisfying stakeholder needs is what keeps the doors open.
Yet, consecutive Deloitte surveys highlight that over 66% of employees are not engaged in either of those pursuits.
Adding HOW to the WHAT
Smart organizations are realizing that while quantifiable performance targets might be met for a while, how they are being achieved might not be sustainable.
For example, colleagues might be intimidated in the quest for results. Clients might be short-changed in the drive to cut costs.
The central role of the HOW in sustaining excellence has revitalized interest in developing Competency Frameworks.
Competency Frameworks identify the skills, aptitude, attitude and work environment required to complete each job effectively at various levels of the hierarchy.
Competency Frameworks provide critical information in readily digestible form for:
· Individuals at all levels to fully appreciate what to do and how to do it.
· Those responsible for supervising and managing performance to match observable behaviour to established standards and provide the required leadership.
· Training and Development professionals to identify performance gaps and design appropriate strategies to address the outcome of Training Needs Assessments.
· Talent Management and other Leadership professionals to align Recruitment and Selection to the Vision.
· Leadership professionals to drive Career Development, Succession Planning and establish Performance Appraisal and Reward Systems.
The Competency Framework supports staff by:
· Providing a concise presentation of what the organization does and how it does it.
· Placing each role in the context of the overall structure and showing its relationship with other positions.
· Outlining the key skills, knowledge, abilities and attitude that are required to effectively perform each role.
· Providing concrete insights into the knowledge, skills and attitude that are required to perform other roles for career planning and personal development considerations.
· Providing objective guidelines for appraising personal or group performance.
· Providing the platform for effective identification and analysis of skill gaps.
· Laying out learning objectives related to acquiring the knowledge and skills to perform roles effectively.
· Providing a structure for meaningful evaluation of existing practices and charting the way forward.
· Acting as a vehicle for risk analysis and the identification of threats and opportunities.
The Competency Framework and Daily Operations
The Competency Framework is the road map and compass that guides the operations of the organization. It captures the essence of Job Descriptions in a way that links them to the overall vision and mission and to the cross-section of roles.
· Supervisors & Managers should use the Competency Framework as a constant reference guide in driving performance.
· All members of staff should review the Competency Framework at regular intervals to ensure that they are displaying the competencies that are required to effectively perform their roles and further their careers.
The Competency Framework in Succession Planning and Career Advancement
The Competency Framework outlines pathways for advancement. Promotions and new job opportunities will be directly linked to the capacity to exhibit the competencies required for any given role.
Competitiveness and excellence demand the adoption of a performance-driven culture in which competence is given greater recognition that factors like seniority.
Consequently, Succession Planning and Career Advancement activities are strictly aligned to the Competency Framework.
The Competency Framework and Learning & Development
Because the Competency Framework reflects the essential competencies that are needed to achieve the mission, Learning & Development (training) budgets and programmes are targeted at the developing those competencies.
The Competency Framework guides a process of Gap Analysis where an evaluation will be made at all levels as to whether there is a gap between the knowledge, skills, abilities and attitude that are required to perform given roles and the existing competence of the individuals performing the roles.
This is intended to be an empowering initiative and team members should grasp the opportunity to upgrade their skills. Identifying areas in which their skills could be developed and seeking training in those areas will be of great value to them and to the organization.