Build Organizational Excellence Using Competency Profiling




Competency profiling helps to identify what skills, knowledge and behaviors are required to perform the job well. And one may venture to say, "Beyond Expectation!" This is intended to add value to human resource.

Conduct programs that develop people to improve organizational capability in response to changes in the business environment.

Send employees to attend the right training programs after you have determined the required skills, competence, knowledge and behaviors as indicated by competency gaps.

Profiling also aims at adding value to external customers as the result of improved employee performance leading to better services or products. Better services and products means generation of higher revenue and profits.

Customers are the life blood of any organization, whether profit-oriented or not. Better services and products can improve customer experience.

Four Levels of Competence
It has been stated that competence has four levels, namely:

  1. Practical Competence. This is demonstrated by the ability of people to perform a set of given tasks.
  2. Foundational Competence. This is the demonstrated understanding by an employee about the given tasks and why he or she has to do them.
  3. Reflexive Competence. This is the ability of employees to relate actions to understanding that facilitates learning and making necessary changes.
  4. Applied Competence. This is the demonstrated ability by employees to perform given tasks with understanding and how this understanding makes them more able to improve performance.

It appears that competence has a lot to do with understanding. In this way, employees are more committed to doing their job better.



Why competency profiling is considered necessary

Competency profiling is necessary to ensure that your organization is in a better position to achieve its business objectives.

An organization may not know whether it is achieving its objectives. It must formulate clearly-defined standards and the means to attain them. If you do this, your organization's products and services can satisfy the requirements of quality, timeliness and pricing.

The Need to Know Required Skills, Knowledge and Behavior
When your employees know what are required of them in terms of skills, knowledge and behavior, they can take pro-active action to address their competency gaps. Your organization can help them as they progress in their career.

Implementation of Competency Profiling
You may profile competency as stated below.

Firstly, identify your organization's overall objectives and how your organization define processes for product or service delivery.

Secondly, define the quality standards, delivery time-line and cost in respect of each task.

Thirdly, put in writing whether or not employees have achieved the required competence. From this, you can identify the learning objectives. Arrange these in terms of priority.

Lastly, ensure effective implementation throughout your organization. Make good use of Human Resource Information System.

Effective Competency Framework
Effectiveness of the framework is possible when every line manager and each employee use it within the framework of the organization's performance management system.

Regular performance reviews and personal development plans help to ensure that the process succeeds.

Competency-based Training
Once you have carried out the competency profiling, arrange for "competency-based training" for every employees, starting with the core positions.

Training plays an important role in addressing the competency gaps of each and every employee whatever level he or she is in.

Whether you are the Human Resource Manager, the Training Manager, a line manager or a supervisor, you need to identify the right training. You can do this by conducting a training needs analysis to identify the required competencies.

Learning forms an essential part of competency training. When employees respond positively to this form of training approach, they help the organization to become a learning organization. Employees, in turn, become more competent which is good for their career progression.

A learning organization is more often able to respond to changes and new developments that affect the positions of corporate entities.

One approach to competency profiling


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