Steps to Developing a Competency Framework
Posted: Sat Dec 07, 2024 3:40 am
Before you start, remember that the competency framework is a comprehensive document. It includes work, people, and the culture of the organization. Therefore, creating a competency framework requires a thorough approach and a collaborative platform, such as
ClickUp for Human Resources
. Here's how you can get started.
1. Define your goals
Competency frameworks can be used for many purposes. Before you start creating a framework, consider why you need one. Ask yourself:
What will you use it for?
What do you want to achieve with it?
How will it improve performance?
How will it help the employee and the organization?
The answers to these questions will help you narrow down your goals. However, it is normal to have more than one answer to each of these questions, and you should prioritize the most important ones.
ClickUp Dashboard for Building Competency Frameworks
effective cooperation with ClickUp Whiteboards_
Streamline these discussions with a collaborative virtual workspace like
ClickUp Boards
. Ensure all stakeholders, including department heads, talent leaders, HR, and finance, have access to the same competency information.
Once you have done this, use a tool like
ClickUp Goals
to make your goals and plans visible to all stakeholders. Link the competency framework goals to the organizational goals. Then delegate this to each department manager to define their own goals.
2. Collecting information
To create a competency framework, you need information on four components: Values, Core Competencies, Functions, and Leadership. Collect information on these dimensions from your current employees.
Ask your Teams
Use ClickUp Forms to iceland mobile phone number conduct surveys across your organization. Ask team members what competencies are needed to do a job. Ask managers what competencies they expect from their team members. Ask senior management what the organization values.
ClickUp View of the form for building a competency framework
Collect and organize data effortlessly with ClickUp Form
Browse existing data
Analyze the information from your
employee engagement software
,
performance appraisal templates
to identify gaps. Review the feedback that managers have given their teams and observe trends.
Also perform the analysis
process analysis
to understand how things work.
Market research
Compare your organization with
skills that are in demand
in the market. If you are building something groundbreaking or innovative, make sure you also have a map of the skills you might need in the next few years.
Once you have a comprehensive list of all the competencies you need, create a framework.
3. Creating a structure
Organize competencies : Categorize the list into core values, core competencies, functions, and leadership. Below are some examples to do.
Core values Basic competencies Functional competencies Leadership competencies
Diversity and Inclusion, Compassion, Empathy, Honesty and Integrity, Personal Responsibility Communication, Collaboration, Remote work, Problem solving, Analytical skills, Logical reasoning Programming, Software Testing, DevOps, Cybersecurity, APA Writing, Compliance Holistic Thinking, Problem Solving, Conflict Resolution, Emotional Intelligence, Negotiation Skills, Self-Awareness
Examples of competency frameworks
Define competencies : It may seem that skills such as communication, collaboration, etc. are obvious. However, this is often not the case. It is helpful to clearly define these competencies along with their corresponding key activities. For example, if the competency is remote work, it can be defined as:
Ability to work independently away from the office
Time management skills
Ability to communicate effectively using text-based collaboration tools
Comfort in using digital tools for video conferencing, screen sharing, screen recording, virtual collaboration, etc.
Emotional intelligence to sense discomfort or misunderstandings and resolve them proactively
Willingness to repeat/repeat concepts to ensure understanding
It's also helpful to provide examples to do this. For example, you could say, "When you sense that a colleague is having difficulty understanding something, you will proactively volunteer to help him."
Remember that competencies are usually skills, attitudes and behaviors that are difficult to measure like simple skills KPIs . But that's okay. Consider qualitative measures to identify and develop them.
Competency Map : Once you have the categories, map them to each role. Core values and competencies are likely required by every employee. Take some time to map the leadership functions and competencies to the specific roles they relate to. Also define how these competencies help in career progression.
ClickUp for Human Resources
. Here's how you can get started.
1. Define your goals
Competency frameworks can be used for many purposes. Before you start creating a framework, consider why you need one. Ask yourself:
What will you use it for?
What do you want to achieve with it?
How will it improve performance?
How will it help the employee and the organization?
The answers to these questions will help you narrow down your goals. However, it is normal to have more than one answer to each of these questions, and you should prioritize the most important ones.
ClickUp Dashboard for Building Competency Frameworks
effective cooperation with ClickUp Whiteboards_
Streamline these discussions with a collaborative virtual workspace like
ClickUp Boards
. Ensure all stakeholders, including department heads, talent leaders, HR, and finance, have access to the same competency information.
Once you have done this, use a tool like
ClickUp Goals
to make your goals and plans visible to all stakeholders. Link the competency framework goals to the organizational goals. Then delegate this to each department manager to define their own goals.
2. Collecting information
To create a competency framework, you need information on four components: Values, Core Competencies, Functions, and Leadership. Collect information on these dimensions from your current employees.
Ask your Teams
Use ClickUp Forms to iceland mobile phone number conduct surveys across your organization. Ask team members what competencies are needed to do a job. Ask managers what competencies they expect from their team members. Ask senior management what the organization values.
ClickUp View of the form for building a competency framework
Collect and organize data effortlessly with ClickUp Form
Browse existing data
Analyze the information from your
employee engagement software
,
performance appraisal templates
to identify gaps. Review the feedback that managers have given their teams and observe trends.
Also perform the analysis
process analysis
to understand how things work.
Market research
Compare your organization with
skills that are in demand
in the market. If you are building something groundbreaking or innovative, make sure you also have a map of the skills you might need in the next few years.
Once you have a comprehensive list of all the competencies you need, create a framework.
3. Creating a structure
Organize competencies : Categorize the list into core values, core competencies, functions, and leadership. Below are some examples to do.
Core values Basic competencies Functional competencies Leadership competencies
Diversity and Inclusion, Compassion, Empathy, Honesty and Integrity, Personal Responsibility Communication, Collaboration, Remote work, Problem solving, Analytical skills, Logical reasoning Programming, Software Testing, DevOps, Cybersecurity, APA Writing, Compliance Holistic Thinking, Problem Solving, Conflict Resolution, Emotional Intelligence, Negotiation Skills, Self-Awareness
Examples of competency frameworks
Define competencies : It may seem that skills such as communication, collaboration, etc. are obvious. However, this is often not the case. It is helpful to clearly define these competencies along with their corresponding key activities. For example, if the competency is remote work, it can be defined as:
Ability to work independently away from the office
Time management skills
Ability to communicate effectively using text-based collaboration tools
Comfort in using digital tools for video conferencing, screen sharing, screen recording, virtual collaboration, etc.
Emotional intelligence to sense discomfort or misunderstandings and resolve them proactively
Willingness to repeat/repeat concepts to ensure understanding
It's also helpful to provide examples to do this. For example, you could say, "When you sense that a colleague is having difficulty understanding something, you will proactively volunteer to help him."
Remember that competencies are usually skills, attitudes and behaviors that are difficult to measure like simple skills KPIs . But that's okay. Consider qualitative measures to identify and develop them.
Competency Map : Once you have the categories, map them to each role. Core values and competencies are likely required by every employee. Take some time to map the leadership functions and competencies to the specific roles they relate to. Also define how these competencies help in career progression.