Competency Based Assessment and Organizational Processes
April 3, 2025
We have explored quite comprehensively the objective and process of competency based, now we come to the point where it would be interesting to explore how competency based assessment can be linked to organizational process and how it can influence the traditional methods. Let us begin with the starting step of the employee’s life cycle…
A competency framework is a comprehensive structure which describes different competencies with its specific set of behavioral indicators and measurement criteria. Most of the organizations have their own distinct set of competency framework which is in alignment to their visions and mission and long and short term organizational goals. There are certain clear benefits of…
The iceberg model for competencies takes the help of an iceberg to explain the concept of competency. An iceberg which has just one-ninth of its volume above water and the rest remains beneath the surface in the sea. Similarly, a competency has some components which are visible like knowledge and skills but other behavioural components…
The increasing competition and changing business needs demand that the HR professionals responsible for the management of human resources of an organization upgrade and modify their roles and become strategic business partner and an important stakeholder in the growth of the organization. This further translates into the fact that, all the HR strategies, processes and policies need to support the interim and future business objectives of an organization. Therefore, competency based human resource management was accepted and implemented by a large number of organizations. It addressed, this need of changing times where the technical know-how and expertise of one job was replaced by competencies which were more flexible, forward looking and developable to be used across the organization for more than one role.
When competency based assessment is adopted as a central strategy it is then further linked to the other HR processes of the organization like selection and hiring, performance management and learning and development. But, before implementing competency based assessment in the organization, it becomes important that the HR department does a comprehensive groundwork. Let us explore what are the critical considerations for the same:
While these may be a few important points, however, introducing a new strategy or approach in the organization which has a lasting impact on a large number of people is never easy. Once the premise for competency based assessment is clearly established it becomes comparatively easier to initiate the change in other HR processes.
The next step of the process then becomes identifying critical organization competencies, developing a framework and cascading the framework in the organization. This is to ensure, that the employees are well aware of the competencies for different level with a clear understanding of desired behaviors to be displayed in their specific job roles.
The cascading of the competency framework can be done internally by the HR team members or external consultants can be called in to conduct workshops and seminars to introduce and promulgate the competency framework within the organization.
Once the competency framework becomes known and is accepted by the employees, the next step becomes integrating it with the assessment processes used in the organization.
The assessment processes then have to realign to evaluate the specific competencies, some examples will help in understanding how this process happens:
Constant review of the process would further help in improving, strengthening and reinforcing the culture of assessments based on competencies.
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