According to a survey in the USA, 92% of employees state that having periodic reviews is more beneficial than one annual appraisal. However, when these reviews are biased, 85% will look for opportunities elsewhere. Though this survey has been conducted for the US workforce, the results are valid on a global scale.
Thus, establishing a clear and concise framework for appraisals and reviews is the need of the hour. One way to address this is via the competency framework development process.
Why Opt For Competency Framework Development
A common complaint among employees is the lack of clarity around the appraisal process. According to the Harvard Business Review, 58% of employees lack clarity on their performance appraisals.
Thus, removing ambiguity in performance reviews must be a key goal for the HRMs as well as the management team. To address this, Competency Framework Development is a key process to undertake.
With the help of competency frameworks, employers can achieve the following:
- Set clear expectations for each job role.
- Provide a targeted and objective performance review.
- Streamline and increase the efficiency of recruitment drives.
- Increase employee engagement.
- Improve the communication between different levels of the organisation.
The Key Aspects of Competency Framework Development
The top competency frameworks list and define the key attributes that are essential to a job role. From core values and competencies that set the ethical standards to functional competencies that list the key skills, having a competency framework establishes a more structured process.
Thus, for an effective competency framework development process, HRMs need to take up the following:
- A proper analysis of tasks, skills, and goals for a particular job.
- Identifying which competencies and traits are essential for said job.
- Mapping out competencies against each job role.
- Defining the proficiency level that is necessary for achieving all tasks.
- Gathering inputs from all stakeholders for an inclusive process.
- Ensuring a flexible framework that stays effective over time and across roles.
- Updating the competency framework to suit the growing demands of each job role.
How to Get a Competency Framework Development Process
The competency framework development process establishes a structure that defines the skills needed for a particular job role. However, to be of most use, the framework must be comprehensive and reliable in terms of defining the knowledge, skills, and traits essential to performing well in a role. This clear articulation takes the usual competency framework development process one step further to establish a reputed competency framework development.
Thus, to achieve this, HRMs can do one of the following:
- Build a Competency Framework That Is Tailored to Their Firm
This route helps you establish a competency framework that is custom-made for your firm. To achieve this, the steps are as follows:
- Listing the Essential Job Roles
Irrespective of its size, every company has several job roles. A key task for HRMs is to identify each of these roles and ensure that promotions or recruitments for the said role are done with precision.
- Laying Out the Competencies Required
Whether you want to evaluate a person placed in a particular role, hire someone new, or promote a person to the role, it is important to learn the prerequisites of the said role. Thus, HRMs need to list each skill, trait, and competency against a particular rule and list them. This forms the basis of the Competency Framework.
- Involving Stakeholders to Fine-Tune These Competencies
Once the key competencies, whether educational, behavioural, or leadership, for a particular role have been listed, it is time to get the stakeholders to validate these. This implies the management team, mid-level managers, team leaders, and even regular employees. By seeking inputs from everyone, HRMs can implement a well-rounded Competency Framework.
- Aligning the Competency Framework to the Organisational Goals
After the basic layout of the Competency Framework is ready, it is time to ensure that the framework meets the organisation’s long-term and short-term goals. Only when a Competency Framework that is in line with the strategic goals and organisational objectives, is it effective when deployed.
- Deploying And Establishing the Final Competency Framework
Once the final Framework is ready, it is time for a pilot or trial run. By testing the competency framework on a group, HRMs can learn where the framework is falling short. Thus, this is essential to fine-tune the framework to suit the roles with accuracy.
- Select an Already Available Reputed Competency Framework
Since there are top competency framework softwares available in the market, you can take your pick. However, be sure to check that the framework that you opt for offers the following:
- Identifies all critical job roles for your company.
- Offers continuous and real-time data gathering, analysis, and feedback.
- Uses relevant parameters to define each competency.
- Aligns with the strategic goals of the company.
- Is measurable, scalable, and adaptable.
- Can be integrated with other HR processes.
- Proper client support.
Only when a competency framework checks the above, it is perfectly suited to your company.
Benefits Of A Competency Framework Development Process
With multiple service providers working on the competency framework development process, you always have the option to choose one that is already available.
With a competency framework development process, HRMs can ensure the following:
- Targeted recruitment and promotions for job roles.
- Ensuring a data-driven approach for performance appraisals.
- Identifying skill gaps among employees placed in a particular role.
- Planning a more tailored and effective training program to address any skill gaps.
- Bringing forth employees who have the skills to be a part of the succession planning process.
- Increasing organisation alignment to individual roles and assignments.
Wrapping Up
As per Gallup, only 23% of employees feel actively engaged at work. However, proper performance appraisals, clear feedback, and accuracy in defining job roles can help drive up this number.
Having a competency framework development in place not only addresses all of the above but also ensures that recruitments are targeted. Thus, HRMs should implement competency frameworks for their workplace.