How can Competencies add value to the organisation?

The model contains examples of behaviour relevant to the desired level of competence in each required competency.  Because competency models are defined in advance of measuring the competence of the person in a role, they provide an objective basis for assessment against known and agreed standards.  The model reflects where the organisation is going, rather than where it has been.

Using a competency model adds direct value in several ways.

A Competency Model . . .

• Reinforces behaviours required in the future.
  
• Provides a clear picture of the knowledge, skills, experiences, and attributes necessary for a person to carry out a job effectively and efficiently.
  
• Is a valuable tool to assist the human resources planning process and long term succession and career planning requirements.
  
• Is a physical measure of the company's values and, ultimately, its culture.ü Helps to define ability.

For example, a competency definition could talk about the ability to plan.  Ability of itself is not visible to the naked eye.  Behaviour, or the result of that behaviour, is visible.  The ability to plan therefore might have as an example “Produces clear and practical plans”.

Core Competencies can be used for:

• Performance management;
  
• Management development;
  
• Succession planning;
  
• Career planning;
  
• Skills analysis.

Job Specific Competencies can be used for:

• Recruitment;
  
• Performance management;
  
• Skills analysis.