Competency frameworks allow you to establish behavior and skills needed to perform well in your organization and in specific roles. This enables you to define what good work looks like at every level of the organization, highlighting both how the company works and how good work is performed by individuals. More importantly, a good competency framework defines both what an employee can do and how they do it, so that you create a solid process to define work.
However, the process of creating and integrating competency frameworks can be intimidating, long, and costly. If you’re considering competency-based hiring or performance management, you need to know that it will have a payoff. While the actual value of competency frameworks depends on their quality and how they are integrated, there are numerous benefits for organizations. From recruiting to assessment to performance management to succession planning, competency frameworks play a big role in the businesses that use them.
3 big competency framework benefits
Competency frameworks allow you to define success in a role and in your organization. If you can highlight the behaviors that are necessary to succeed in your company, you can streamline hiring. And, if you’ve defined what success looks like in each role and function of your organization, you can improve hiring and performance management. In short, you give your company a map for job expectations, career paths, and performance measurement by which you can measure, reward, and promote workers.
When you know what you are looking for, when you know what target capabilities and skills to look for, and when you have identified behaviors that perform well in your role, you can improve hiring as well as internal processes and even succession planning. Any employee-based program is automatically based on the existing framework, helping you to set targets, define goals, and better define candidates. This also speeds up processes, because rather than redefining what is needed from a candidate each time and getting leaders to agree on targets, they’re already there.
Setting Clear Expectations
Using a competency framework allows you to define what is expected from employees, which will in turn, improve communication and performance. By defining competencies, you can:
- Ensure that training and professional development is target based and productive
- Offers employees a way to measure and improve their competencies while improving mobility
- Track employee growth and competency improvement
- Improve communication between management and the workforce by clarifying job standards and creating channels for constructive feedback
- Set clear expectations for employees while creating a mechanism for recognizing high performers
Competency frameworks can allow you to recruit the right people and manage and ensure that the right people stay in roles where they are needed, while growing and measuring the success of workers. Competency frameworks can tie into every aspect of recruitment and performance management, as well as succession and pipeline planning – because you have the tools to measure, reward, and improve on the successes of your best employees.