Space for everyone - Monimoy Sen Gupta
Coming to the constituents and the definition of competency:
‘Competency’ is the vital behavioural skills, knowledge and personal attributes that are translations of organizational capabilities and are deemed essential for success.They distinguish exemplary performers from adequate performers.
Its constituents: Skill, Knowledge, Personal Attributes, Behaviour.
Now with the background and definition in place, allow me to get back to the ship and the lighthouse. A competency framework plays a vital role in design, implementation and most importantly tracking if not measuring of various OD and L&D interventions.
It is essentially a grid that captures the competency requirement of the various jobs in an organization.
There are various uses of this framework:
Recruitment The usage of a framework actually starts right from the time of recruitments. There are various behavioural tools that assess the accuracy of a person to match him/her to the job. Now the tricky part, the success of the match lies as much in the accuracy of the tool as it does on the framework that the organization has. Training The success of a training lies on how relevant the training is to the intended participants.The one way that the degree of relevance can be highest is by ensuring that there is role based framework in place. What this would bring is a clear profiling of the participants, which is a very important aspect of any training design.
Succession Planning As an intervention its criticality is unquestioned. However its success is dependent primarily on its design. One of the common
mistakes made is when it is done for the current person in the role, rather than the role itself. The role of a well documented competency framework is vital for designing the guidelines of succession planning.
Coaching The best form of coaching is competency based coaching.This is so because, this ensures that the relationship is always moving towards the right direction.
A coaching program usually follows the path of: - Assessment of current competency level
- Measuring the difference in current and required level of competencies - Designing various “developmental”modules that will help minimize the gaps
The accuracy and effectiveness of all the above mentioned is heavily dependent on the existence and accuracy of a competency framework.
Measuring Effectiveness of Interventions To my best knowledge the most proficient way of measuring effectiveness of interventions is by the following steps:
Step1. Create a competency framework for the organization (preferably) or else at least the critical positions. Step2. Ensure that this framework forms the base of all interventions whose effectiveness you wish to measure. Step3. Conduct a pre assessment to ascertain the “current”proficiency level. Step4. Ensure that the design of the intervention is kept in mind as the “to be”proficiency level as prescribed in the framework. Step5. Do a post intervention assessment to ascertain the “new”proficiency level. This is one way of clearly showcasing the “impact” or “effectiveness” of a program. As discussed earlier, competencies are one of the best ways of predicting job performance. Hence, if one can showcase the “growth”of one’s competency thereby making one better equipped to perform one’s role, it can clearly indicate that the intervention is a success.
In other words, if we can show that the ship is following the light house correctly, the assumption that it is on the right course is a fair one.
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