Competency modeling is a strategic business practice used to determine the most important qualities and skills for success in different job positions. Companies can conduct their own research or buy data to identify successful employees and make hiring decisions based on the data. Skill modeling can also be used to improve weak performers.
Competency modeling describes a strategic business practice designed for onboarding new employees. Companies generally want to be as efficient as possible, and hiring the best employees is often a major key to success. Companies use skills modeling to determine which qualities and skills are most important to success in each different job position. Once they have this data, they can use it to make hiring decisions and other strategic changes.
When a company starts modeling competencies, it has a couple of different options. He can do a study on his own employees or buy data from people who have already gone through the process. The former option is usually more specific to your exact business model, while the latter may be simpler and less expensive. The choice will often depend on the uniqueness of the business and the availability of research.
If a company decides to do its own research, it will generally begin to figure out which employees are the most successful in each position. Then he will subject these people to a series of tests to determine what qualities they have. This will include information about their psychology as well as their background and skills. The company may also ask candidates for specifics about their approach to the job.
Once the company has all this data, it will analyze it and look for patterns that could potentially make these individuals particularly successful in their respective positions. For example, the firm may determine that successful stock managers tend to have a specific personality trait or approach to conflict management or a great aptitude for math. The qualities could be very different depending on the location.
Once a company has some competency models, it must find a way to identify employees with these qualities. This may be relatively informal or may involve testing, depending on the specific business approach. The company can also change the basic requirements for certain positions.
Some companies use skill modeling to improve their weakest performers. They can create courses designed to impart certain skills to employees who don’t currently have them. This approach may not always turn these employees into experts, but it may give the company a slight edge. There are also companies that fire employees who don’t measure up to their competency models. This can also happen on a fairly massive scale in a large company as part of a strategic review.
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