The JPA Competency Model gives a visual representation of how competency modeling is made as well as its composition. The model provides a concrete and simple understanding about competency modeling and its usage. Competency Modeling includes developing a Competency dictionary. Competency dictionary is the primary tool in building job competencies for different types of position. Job competencies will guide individuals on what behaviors to manifest. These behaviors when performed will produce outstanding results.

1. JPA Competency Model
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The JPA Competency Model gives a visual representation of how competency modeling is made
and its composition. The model provides a concrete and simple understanding about competency
modeling and its usage. Competency Modeling includes developing a Competency dictionary.
Competency dictionary is a primary tool in building job competencies for different types of
position. Job competencies will guide individuals on what behaviors to manifest. These behaviors
when performed will produce outstanding results.
The JPA Competency Model suggests that competency modeling should be built taking into
consideration organization’s values, mission and vision. The contents of a competency model
must be aligned with these factors and organization’s long term strategy. The author suggests that
an effective competency model must both contain behavioral and functional competencies.
Functional competencies are job-specific competencies i.e. finance competencies, HR
competencies, sales competencies, engineering competencies, etc. Traditional competency
models commonly dwells on behavioral aspects and not focusing more on functional
competencies. Validity and reliability of a competency model increases if functional
competencies are included.
The importance of functional competencies must not be taken for granted. Functional
competencies have immense distinguishing power. It will separate jobs from one another
instantly.
Behavioral and functional competencies are sub-divided into 3 components namely: Core
competencies, technical competencies and leadership competencies. Core competencies are the
baseline competencies for all individuals regardless of function or level. All individuals within
the organization must be imbued with these competencies. Technical competencies are job-
specific competencies and essential to perform a particular job. Lastly, leadership competencies
are for positions that lead or provide guidance to others. It is recommended that all individuals
must have their own set of leadership competencies. This promotes leadership from within.
Job competencies, if done properly, can be integrated across HR functions such as recruitment
and selection, training & development, talent management, performance management and
compensation & benefits. Should you need clarifications on how to build competency models and
competency dictionary, you can email the author at miyagi_shoku@yahoo.com.