Difference between revisions of "Competency model"

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==References==
 
==References==
[1] Wikipedia http://en.wikipedia.org/wiki/Competence_(human_resources)
 
 
 
[2] Training the staff of the regulatory body for nuclear facilities: A competency framework, IAEA-TECDOC-1254, 2001, http://www.iaea.org/ns/tutorials/regcontrol/refs/20trainingstaff.pdf
 
[2] Training the staff of the regulatory body for nuclear facilities: A competency framework, IAEA-TECDOC-1254, 2001, http://www.iaea.org/ns/tutorials/regcontrol/refs/20trainingstaff.pdf
  

Revision as of 16:47, 7 August 2014

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Definition

Competency model is A representation used to understand and communicate a selected aspect of competency

Summary

Competency model represents an aspect of competency that is relevant to the organisation. The purpose is to help the organisation to understand and communicate their competency related issues, e.g. their competency needs. Competency model typically identifies at least the core competencies of the organization and provides a link between these competencies and competency requirements for roles. Thus, competency model can be used as a tool to help an organisation to manage its competency. Competency model is often put in graphical form to enable communication of the essential features of competency needs.

Description

Contents of competency model

Competency model presents organization's most essential competency needs in a form that enables the organisation to take required actions. It identifies competency needs based on strategy and objectives of the organisation and demonstrates how the identified competency needs support the overall strategy and achieving objectives. Typically the competency model has a future oriented view. Both individual and organisational competencies may be included competency model.

Competency map is one possibility for presenting the competency needs in a graphical form.

Competency model identifies a hierarchy for the competency needed in the organisation. It describes core competency, collective competency and individual competency.

Competency model should describe links from competency needs to requirements for roles. Typically, some competencies are shared by the organization and competency model describes how different level roles should fulfill these, often very general, competency needs. When needed, more details models are created for different role families.

Benefits of developing and using competency model

By identifying core competencies of an organization based on its strategy, competency model enables the organisation to align its competency related actions with strategy.

Competency model sets the bases for describing job descriptions and competency requirements for individual roles. It helps creating job descriptions which are behaviorally based and aligned with the overall strategy of the organisation. This provides the organization with a tool for HRD, career planning and recruitment. Competency model can thus help the organization align their human resource related initiatives to their overall business strategy and improve the involved decision making process.

Creating a competency model

Organizational competency mapping is one approach for creating a competency model that is linked to the overall objectives and needs of the organisation.

Competency framework for regulatory bodies

Fig 1 depicts a four-quadrant competency model developed for regulatory bodies. In this case, one general model is developed for the whole regulatory body and it is further refined for specific functions under the regulatory body organization, e.g. technical tasks and legal tasks. This model is discussed in more detail in Ref. [2].

Fig 1. Four quadrant model for human competences in a regulatory body [2].

Competency based HR

The competency model and the approach to competency-base HR used by Korea Institute of Nuclear Safety (KINS) is described Ref. [3]. Figure 3 illustrates the model.

Fig 2. Competency model used by Korea Institute of Nuclear Safety (KINS) [3].

References

[2] Training the staff of the regulatory body for nuclear facilities: A competency framework, IAEA-TECDOC-1254, 2001, http://www.iaea.org/ns/tutorials/regcontrol/refs/20trainingstaff.pdf

[3] Choi, Young-Joon,Plans for Competency-Based Human Resources Management in KINS, In International Conference on Human Resource Development for Nuclear Power Programmes: Building and Sustaining Capacity Strategies for Education and Training, Networking and Knowledge Management, IAEA CN‐215, 2014, pp. 59-62.

Related articles

Competency

Organizational competency

Competency management

Competency map

Organizational competency mapping