Introduction to Competency Frameworks

Facilitated by Marion ParrisParris King Developing Potential Ltd

01332 381888/marion@parrisking.com

Competency vs. Job Description

• Job description looks at whatwhat, whereas

competency model focuses on howhow.

• Traditional job description analysis looks at

elements of the jobselements of the jobs and defines the job

into sequences of tasks necessary to sequences of tasks necessary to

perform the jobperform the job

• Competency studies the people who do the people who do

the job wellthe job well, and defines the job in terms of

the characteristics and behaviors of the characteristics and behaviors of

these peoplethese people..A sample of 5 slides from a 1 day workshop

Types of Competency

Managerial competency (soft competency)

This type of competency relates to the ability to manage

job and develop an interaction with other persons. For

example : problem solving, leadership, communication,

etc.

 

Functional competency (hard competency)

This type of competency relates to the functional capacity

of work. It mainly deals with the technical aspect of the

job. For example : market research, financial analysis,

electrical engineering, etc.

A sample of 5 slides from a 1 day workshop

Training Matrix for Competency Development

Communication Skills V

Leadership V

Teamwork V

Achievement Orientation V

Customer Focus V

Job Functional Skills V

Communication Skills V

Leadership V

Teamwork V

Achievement Orientation V

Customer Focus V

Strategic Thinking V

Problem Solving & Decision Making V

Job Functional Skills V

Position Managerial Competency

Supervisor

Manager

Pro

duct

ive

Com

mun

icat

ion

Ser

ies

On

Bec

omin

g E

ffec

tive

Lead

er 1

On

Bec

omin

g E

ffec

tive

Lead

er 2

Ser

vice

Exc

elle

nce

for

Cus

tom

er

Pro

fess

iona

l S

emin

ar S

erie

s

Ach

ieve

men

t M

otiv

atio

n T

rain

ing

Cre

ativ

e P

robl

em

Sol

ving

Str

ateg

ic

Man

agem

ent

Bui

ldin

g P

rodu

ctiv

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eam

wor

k

V = compulsory training

Training Title

A sample of 5 slides from a 1 day workshop

No. Main Performance Target Target to beAchieved

1 Conduct an assessment of the All employees submit their performance assessment formemployee's performance on time

2 Improve the system for Target : completed 100 % performance assessment in November 2008

3 Conduct training activities Target : to conduct 6 training modules in one year

4 Carry out on the job training Target : 90 % of the total employees activities who attend the training

experience an increase in skill and knowledge

Target should be measurable and specific

Performance Results

A sample of 5 slides from a 1 day workshop