1.1(c) Competency profiling
A competency ‘is an underlying characteristic of a person that leads to or causes superior or effective performance’. Competencies are usually divided into two categories - generic and technical.
We consider generic competencies to be those you take with you into every job such as oral communication skills; written communication skills; keyboard knowledge; interpersonal skills; teamwork skills; technology skills; problem solving skills. This course has generic ‘employability skills’ built into it.
Technical competencies are those required to perform specific jobs such as interviewing skills in order to recruit a new member of staff.
Competency profiling is gathering in popularity. It has a more strategic emphasis and is linked more closely to the goals and objectives of the organisation. This is where we consider the person who can grow with the company, rather than the person who can do the job now.
Competencies generally contain the following components:
- Performance element – the action(s) that employees must demonstrate (such as speed of using keyboard)
- Performance criteria – the standard of performance required for the competence (such as maximum rate of errors
- Performance conditions – conditions under which behaviour occurs (equipment and resources used) and range of variables that may affect performance. (CCH 2003:168)
It is no use taking the time to identify competencies if they are not known by employees and are not used. By using them in as many areas as possible, human resources practices are linked together, and linked to the achievement of the organisation's objectives.