A competency development framework defines the knowledge, skills and attributes needed for people to operate successfully within an organisation. Each individual role will have its own set of competencies needed to perform the job effectively. To develop this framework, you need to have an in-depth understanding of the roles within your business.
BIOSS SA develops competencies within the MWR framework. The importance of a sound competency framework cannot be stressed enough, as it forms a foundation and is a key driver for effective human resource management. It impacts on and affects succession planning and career pathing, talent management, leadership development, assessment and performance management.
The term ‘competencies’ has been used in many different ways and with variations in meaning. BIOSS SA use the term specifically to indicate:
Those attitudes, understandings and insights that combine knowledge and skills, for meeting standards or for superior on-the-job performance.
What our framework offers
- An integrative model of competencies based on established theory of organisational behaviour and decision making at all levels of the organisation.
- An incremental layered framework to cater for the short term/operational aspects, as well as the longer term/visionary nature of managerial responsibilities.
- A distinction between the different types of competencies required at each specific level of complexity.
To develop competencies for all jobs at all levels in the organisation, a workshop approach with relevant individuals is recommended for the most effective results. The competencies developed would be stratified against the MWR framework. This would indicate, for example, competencies that managers, or senior managers, or supervisors etc. would need to function successfully within the organisation. It is important to note that for the more senior positions in the organisation, generic competencies may be developed. For the operational levels, competencies would need to be more job-specific. The competencies developed may be used not only for recruitment purposes, but also for performance management and training and development.
BIOSS SA is able to assist organisations develop a complete competency dictionary or, should organisations already have this in place, assist in refining and adapting the already existing dictionary. Once the competencies have been developed, a CBIS may be developed for recruitment purposes, which would allow an interview panel to ask questions and to score a candidates performance on these questions against the company competencies. Contact us today to see how we can help you to develop your competency development framework.