Thursday, March 25, 2010
We briefly reviewed how you might construct a competency model from the ground floor up for a single job in the example of a long distance truck driver. It was clear that such an effort would require a significant amount of resources in time and manpower, which translates into financial demands. Many organizations would not be welling to investment the required level of assets into developing a brand new competency model for one job much less for several jobs. It is possible to obtain a readymade competency model that may fit 70%-80% of an organization’s needs, while allowing for customization of the remaining 30%-20%. A quick search of the internet finds numerous sites offering consulting services related to competency models. Many web-based model-building tools use interactive wizards to allow the user to construct a model online in real time. A similar search at Amazon.com, found a number of books on competency models that would help the HR profession gain insight into how competency models would be useful to their organization.
While I will not endorse any specific website, vendor or book, I am listing a few here as examples of what is available. The reader should exercise their own due diligence in selecting the materials and tools best suited for their unique situation.
Websites:
American Society for Training & Development: http://www.astd.org/content/research/competency/
Halogen Software Inc.: http://www.halogensoftware.com/
Workitect, Inc.: http://www.workitect.com/competency_systems.html
CareerOneStop: http://www.careeronestop.org/competencymodel/
ThinkWise, Inc.: http://www.thinkwiseinc.com/Solution/CompetencyModels.aspx
Books:
The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations by Anntoinette D. Lucia and Richard Lepsinger (Hardcover - Mar. 5, 1999)
The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations (Response Books) by Seema Sanghi (Hardcover - Dec. 2003)
Competence at Work: Models for Superior Performance by Signe M. Spencer and Lyle M. Spencer (Hardcover - Mar. 1993)
Using Competency Models to Manage Firm Talent by Heather Bock (Paperback - Jan. 25, 2007)
Leadership competency models [An article from: The Leadership Quarterly] by G.P. Hollenbeck, M.W. McCall, and R.F. Silzer (Digital - Aug. 1, 2006) – HTML
Constructing Core Competencies: Using Competency Models to Manage Firm Talent by Heather Bock and Robert Ruyak (Kindle Edition - Aug. 11, 2009)
There are potential trade offs in one of more of a competency model’s features, effectiveness, reliability or validity when applied to an unintended job or function. A model developed for a sales team in the food and beverage industry may be adapted for a sales team in software sales, but how valid could it be? Furthermore, a competency model does not stand alone within the organization. Sustaining it are the reward, recognition, training, development, and management support systems. Competency model development is an ongoing, evolutionary process rather than a fire and forget, check it off the list, one time accomplishment.
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