Competency frameworks

1. How to create a competency framework? One of the main purposes of competency frameworks is to provide a structure and framework for all your HR processes ie: Performance management Succession planning Recruitment 360° feedback Development programmes It is an opportunity to have conversations with the leaders, and at every level of the organisation, about the behaviours which are needed and what is required on the people agenda. If you have a desire to improve organisational results, assessing behaviours against a framework is an excellent place to start. Behaviours define how performance takes place and…

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1. How to create a competency framework?

One of the main purposes of competency frameworks is to provide a structure and framework for all your HR processes ie:

• Performance management
• Succession planning
• Recruitment
• 360° feedback
• Development programmes

It is an opportunity to have conversations with the leaders, and at every level of the organisation, about the behaviours which are needed and what is required on the people agenda.

If you have a desire to improve organisational results, assessing behaviours against a framework is an excellent place to start.

Behaviours define how performance takes place and that is determined by the mix and interaction of the individual characteristics shown here.

If you want to create a framework from scratch you should consider the following questions:

The essential questions:

1. How can you do it effectively, without disenfranchising people?
2. How can you increase buy-in and engagement throughout the whole process?
3. How can you use the process to drive and support business vision, purpose and strategy?
4. How can you make the most of the opportunity if you already have a competency framework and want to go back to the drawing board?

These are common questions amongst HR and Organisational Development professionals. Many clients want to know how best to design a framework which will work for all their HR processes. Designing a framework is easy, but doing it in a way which works for 360° feedback as well as for communicating company values at an executive level is more difficult. The wording of some competency frameworks can make them difficult to engage with or use across a range of HR processes.

Competency frameworks are a great opportunity to drive and manage change – a way of reinforcing what is good, and of clarifying what is special about an organisation so that you keep focused on what that is.

By combining the language in the framework. measurement based on that language. and actual true measures of performance, you reinforce the positives you want to keep and prune out what doesn’t work in your organisation.