Benefits of a Competency Framework
It is fair to say that every business is different. From the corporate level to the employee level, there are always clear nuances that set one enterprise apart from the other. These are often described as competencies – the various skills, abilities, experience, personality traits and motivators that contribute to someone performing well in their position within the business structure.
However, in order to maximise the efficiency and productivity of these competencies – they need to be compiled into a single comprehensive competency framework. Creating this framework enables enterprises of all shapes and sizes to align their visions, missions and short term organisational goals and, ultimately, establish a culture of success.
A competency framework establishes the outline from an organisation to the individual around performance and behavioural expectations. As part of a well-rounded HR approach, every enterprise should have a distinct framework to work from. So, what are the benefits of this approach?
Linking personal and organisational goals
By having a clear outline of what is expected within a business, it becomes much easier to link the goals of an individual with the direction of the organisation. From a performance and learning perspective, this insight is valuable to creating an environment where everyone is working from the same page. As a result, elements in relation to assessment, feedback and communication become standard across a business – enabling senior management to create a common culture and appropriate level of performance.
Better recruitment and retention standards
At the end of the day, business leaders want to hire and retain employees who have the same core beliefs, work ethics and goals as the organisation’s brand. This is certainly where a competency framework is of value. With better management and useful information for costly decisions around selection, hiring and promotions – there is no doubt that improvements can be made. By becoming more transparent throughout areas such pay grades, job titles and levels, the entire recruitment and development process becomes easier to navigate for both parties.
Smooth succession planning
For many modern businesses, there are major concerns around workforce and succession planning. With the baby-boomer generation beginning to retire, it is vital that leaders have Generation Y and Millennial individuals in line to take over the reins. Through a competency framework, enterprises can identify the various values, traits and requirements that future leaders will need to have to move up within an organisation. In some cases, this search may draw a blank – highlighting the previous point around more targeted recruitment and retention.
Opening up communication channels
Across any organisation, there are traditional professional boundaries. However, while two individuals might be undertaking different professionals, they may share competencies. Through this channel, they can work more efficiently and effectively – breaking down boundaries that exist and stop key information from flowing around the business. Communication is a key part of a competency framework. A business can only move forward together if everyone is working towards the same goals and outcomes.
Tracking learning and development impact on performance
It is all well and good providing training and development opportunities to your employees, but how do you know it has done anything positive for the company as a whole? Again, this is where a competency framework is helpful. By mapping learning activities to the various competencies it supports, it creates the opportunity for a clear comparison between before and after.
Measurable improvements are critical to business progress so aligning competencies with development activities can highlight areas of strength and weakness among the employee group. To learn more about establishing a competency framework and supporting your HR structure, contact the team at EmployeeConnect today.