The Advantages and Disadvantages of Four Different Competency Models

Competency Model

Can not determine which competency model to implement? We are here to help you.

In terms of a competency model and choosing how you can include a set of competencies in your talent management or staff performance management process; you need to take into account how these competencies are going to be determined, evaluated, and scored.

There are a number of models that you can use, each one providing their own distinctive advantages and disadvantages.  Thus,  allowing you to evaluate which one is best for you.

Here are the advantages and disadvantages of 4 various competency models to help with making a qualified choice with regards to determining what’s good for your company. Related Article: Competency Management Missteps

1) Externally-Developed Competency Models

The various competency models available on the web and through specialists, professional agencies, and federal government organizations are usually a great starting place for businesses creating a competency management program completely from scratch.  For instance one of the best free resources can be found here: O*NET OnLine

Advantages

  •  Swift beginning to the process
  •  Can speed up model development
  •  Experts help you define best practices
  •  Lends a summary to the many competencies to take into consideration, which most likely are not evident normally

Disadvantages

  • Templates might not be the ideal match for certain companies
  • Requires personalization

2) Expert Panel Conversations

This process comprises convening teams of pros who understand a job role particularly well. For instance, a software engineer may be able to help develop the model for multiple similar job roles.

Advantages

  • This is a fast and productive technique for gathering information
  • Next, it has the impact of creating buy-in with vital individuals for employing competency management within the business

Disadvantages

  • Occasionally reveals “non-relevant” competencies together with genuine effectiveness differentiators
  • Panel participants might ignore – and therefore not explore – a group of competencies which are unknown to them

3) Competency Model Online Surveys

Surveying significant numbers of staff will help speed up the collection of competency model data within a relatively quick period of time. Furthermore, online surveys are given to staff members at each and every level, or aimed to specific employees at the manager, supervisor, or staff levels.

Advantages

  • Is a quick, cost-effective technique for gathering detailed information from sizeable numbers of staff and/or large quantities of job roles
  • Can inform staff at all levels about what this competency management program involves
  • Has the impact of creating buy-in with staff at all levels about working with competency management within the business
  • Collects highly applicable as well as reliable information when created effectively

Disadvantage

  • If not specifically listed in the list of questions, essential competencies are overlooked

4) Competency Model Job Task Analysis

Job Task Analysis are primarily utilized to create job roles as well as conduct compensation analysis. Nevertheless, it can also be a beneficial exercise for studying highly-specialized roles and focused jobs that require high-level skill sets or expertise

Advantages

  • Produces in depth job roles
  • Validates or increases upon information obtained via various other techniques.
  • Helps to obtain information on routine or repeating jobs

Disadvantages

  • The focus will be on work tasks rather than on the actual competencies required by the employee carrying out the job
  • May result in excessive details
  • Does not delineate between essential duties and regular or administrative activities
  • Can be pricey as well as inefficient to put into practice.  Because crucial incidents tend to be uncommon, as well as might be difficult to record while observation is taking place

In Conclusion

To sum up, since the foundation to talent management, competency models can help companies acquire alignment on what identifies being successful for individuals, teams, departments, and the organization as a whole. Given that building them involve a considerable time as well as resource commitment.  Lastly, competency models enhance businesses planning related to workforce management programs.

Releated Article:  What is Competence In Human Resources