The success of an organization depends on how capable and skilled their workforce is. The capability of your workforce can be measured if you have specified job competencies for different functions in your organization.
Workplace competencies give employees a clear guide for what is expected of them in terms of their performance. They indicate which behaviors are valued, recognized, and rewarded. The focus moves away from formal qualifications and career history and toward proven capability to do the job as demonstrated through recorded workplace experience or tests designed to assess an individual’s capabilities that relate to the job. Each competency consists of knowledge, skill, ability, or personal characteristics, sometimes in combination.
There are two categories of competencies: behavioral and technical. Each job incorporates several of each. For example, behavioral competencies of a supervisor may include the ability to work confidentially, inspire others and submit monthly reports on time. Technical competencies may be written communication skills, knowledge of procedures and ability to resolve conflict.
Each competency must be measurable so the employee understands what level of achievement they must attain to meet the requirements of the competency.
Many companies are investing resources to plans with the competencies of their employees. If you are wondering why workplace competencies are so important, here is a list of benefits of having workplace competencies.
- They communicate performance expectations clearly and help HRs ease the recruitment process.
- They help employees identify the behavioural standards of an organization and improve job satisfaction.
- Managers can easily identify the need for development in the performance of their employees based on their fulfillment of the competency.
- Competencies promote improved operational efficiency in the organization.
- Having a clear list of workplace competencies helps you conduct better training sessions for employees.
- They help HRs improve their talent planning strategies.