Competency Models
A competency model defines the behaviours, knowledge and skills that drive success in each role. Tuscan builds competency frameworks aligned to your vision, mission and values, assesses employees against them and turns the gaps into focused learning plans.
Competencies are “behaviours” which define successful job performance. Competency models which are aligned to organizational vision, mission & values help in creating the desired organizational culture.
Well-built competency models feed directly into our organisation design, performance management and learning and development work, giving you one consistent language for hiring, developing and promoting people.
We help organizations in defining different types of competencies to facilitate competency based recruitment, learning, development and performance management. Some examples of types of competencies include:
1. Core Competencies
2. Technical Competencies
3. Behavioural Competencies
4. Leadership Competencies
5. Functional Competencies
6. Cultural Competencies
Rightly identified competencies help in improving employee and organizational performance and significantly reducing training costs by driving learning and development efforts in the right direction.
Tuscan Consulting brings years of expertise in the complete cycle of competencies, assessments & learning and development to bridge the gaps in employee and organizational capability. We help our clients in developing competency models, assessing employees against competencies, finding gaps in employee capabilities and developing and implementing learning and development plans.
Request our free resources, case studies and work samples for competency models.
What is competency?
A competency is the ability to use a set of relevant knowledge, skills, and abilities to successfully perform “critical work functions” or tasks in a defined work setting.
What is a competency model?
A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance.
Models can take on a variety of forms, but typically include several principal elements:
- Specific competencies and definitions, such as being a team player
- Descriptions of activities or behaviors linked to each competency
- A diagram of the model
Competency Types
Many organizations have a set of core values, principles that guide the way they operate. These are translated to values-based behaviors that all staff should demonstrate as they go about their work. For example, in healthcare ‘compassion’ is a common value.
Some of the most common types of competencies include:
Core competencies: These are usually the soft skills that help people work together and support the organization, such as communication and teamwork.Leadership Competencies: These may vary by leadership level and includes competencies for managing and leading people.
Functional competencies: These are specific to job roles and activities of a position/job family.
How can we help?
We design competency models which have a twofold purpose. On the one hand, it communicates what is expected of employees, and how they should do their job. On the other, it is used as a benchmark to check people have the skills they need for success.
Our Competency models can be used across all people management practices including:
- Recruitment and Selection
- Onboarding
- Performance Management
- Training
- Career Development
How do we build a competency framework?
- Define. We set core, technical, behavioural, leadership, functional and cultural competencies linked to your values.
- Map. Each role gets the right competencies and proficiency levels.
- Assess. Employees are assessed against the framework to reveal real capability gaps.
- Develop. Learning and development plans close the gaps that matter most.
Frequently asked questions
What is a competency framework?
A structured set of competencies, with clear behaviours and levels, that describes what good performance looks like across the organisation.
What types of competencies are there?
Common types are core, technical, behavioural, leadership, functional and cultural competencies.
How do competency models reduce training costs?
They show exactly where capability gaps are, so learning budgets go to the skills that matter instead of generic courses.
How are competencies used in HR?
They guide recruitment, assessments, learning and development, performance reviews and promotions, giving everyone one shared language.
Key HR terms explained
Performance Appraisal · Job Descriptions · Talent Management · 360-Degree Feedback
Write to us at info@tuscan-me.com or call us at +971 4 558 3158 for more details...
