3. How to write competencies.
1. Identify which positions in the
organization you want to develop the
competency profile for. Establish
how the competency profile is going
to be used. You may want to start
with positions that are critical to the
organization’s mission before
making profiles for the lesser
occupations.
2. Develop a competency model based on the
objectives and the goals of the organization. The
model will determine specific competencies that are
characteristic of good performance and success in the
organization and will enable the organization to assess
employees in a scientific manner.
4. 3. Do a competency assessment based on the
competencies of an employee. When doing a
competency assessment, use measures such as
interviews, job knowledge tests, cognitive ability
tests, social skills and diagnostic and promotion
tests. You can use the assessment to enhance
candidate diversity and to increase productivity.
4. Collect all the data and do an analysis. The data
collection and analysis procedure is important as it
will assist management in recruiting employees
who have the competencies that the organization
requires.
5. 5. Carry out a gap analysis by way of brainstorming
sessions with different employees in the organization.
The aim of gap analysis is to find out ways of improving
effectiveness either by having intense training in a
particular field or by employing fresh talent in the
organization. For example, if communication is weak,
the organization can train employees on
communication skills.
6. Evaluate if the competency profiles of the
employees are effective. You can do this by having
discussions with managers around this issue, assessing
impact on performance and considering both present
and future factors that affect the organization.
7. Most jobs require the employee to be able to
meet a set of technical competencies. A
technical competency is a particular skill
specifically related to the job. For example,
both financial and programming positions will
have technical competencies. In some cases,
you will need to meet the technical
competencies to get the job by demonstrating
your ability during a test or by showing
competence through prior work experience.
8. Equipment or Program
Knowledge
Many positions require knowledge of how to
operate certain equipment. For example, a
construction position may require knowledge of
how to operate a backhoe or an armed security
guard will be required to be knowledgeable
about firearms. Other positions require
knowledge of certain programs. For example,
most office positions require knowledge of
Microsoft Office; web developers may need to
be competent in html programming.
9. Data Management
Data management is an example of a
technical competency required for
administrative personnel, programmers
and database managers. Some specific
competencies may include knowledge of
the specific database software used by
the company, the ability to maintain and
update a database and the ability to
extract and analyze data may be
required.
10. Policy and Planning
Many positions may also require
competency in planning and policy-
making. For example, human resources
personnel may be required to plan training
programs or develop positions within the
company. Information technology
professionals may need to demonstrate
knowledge of implementing IT plans to
align with the companies' goals or analyze
the costs associated with a new project.
11. Job Competency Examples
Job competency skills are specific skills
that an individual has that apply to a
specific job in question. The
competency skill set covers
professional skills that help the
candidate complete the job in a high-
quality and professional manner, but
also personal skills that allow the
candidate to be flexible in working with
others and working independently.
12. Employment Specific Skills
These skills are usually assessed during the
interview phase of employment, so the employer
makes sure that the chosen candidate has the right
set of employment competency skills. Examples of
these skills include working effectively with new
methods and technology, being able to
demonstrate a deep understanding of company
policies and procedures, identifying problematic
situations and determining the correct actions and
having the ability to plan and prioritize work
projects.
13. Professional Competency Skills
Examples of professional competency skills
are evaluated by how employees are
complying with the company's standards for
projects, their willingness to take on and
complete projects, their ability to
communicate effectively in writing and orally
and being able to maintain company
confidentiality. The professional competency
skills are often evaluated based on individual
actions.
14. Competency Teamwork Skills
Teamwork skills are important in a business, as
employees often need to work in groups or
collaborate to meet deadlines and finish projects.
While some people are used to working
individually, others flourish in group environments.
Competency teamwork skills are important, as
employees should be able to go from working
individually to working in teams. Examples of
teamwork competency skills include collaborating
on projects by improving qualities, building working
relationships, demonstrating responsibility for
group projects and utilizing other employees'
strengths and contributions.
15. 1. Looking at competitors and competencies they
have in their operations can provide a good
opportunity for a company to copy these
practices and improve its business.
2. Attempting to create too many competencies can
result in high expenses on business operations. This will
reduce capital and create a difficult operating
environment.
16. 3. Use strong, positive language and avoid using
qualifiers. Expressions like "superior communication
skills" or "the campaign was extremely successful as
sales more than doubled" are perfectly fine.
4. Follow the instructions for preparing and formatting
the competency statement. If no specific instructions
are given, the general expectation is that a
competency statement is prepared as a separate
document to be submitted along with a resume.
17. Competencies for Labour Market
Based on the analysis
of more than 2.000
interviews with
employers the
Competence Model
was identified which
includes the following
14 key competencies:
18. COMPETENCIES.
1. Communication
2. Co-operation
3. Entrepreneurship
4. Flexibility
5. Customer orientation
6. Efficiency
7. Independence and decisiveness
8. Solving the problems
9. Organizing and planning
10. Life-long learning
11. Proactive approach
12. Stress resiliency
13. Exploring and orientation in information
14. Communication in foreign languages
