Competencies are the knowledge, behavioral skills, and personal attributes needed for high performance in a role, function, or specific business. More generally, competence is a standardized requirement for an individual to properly perform a specific job, or the quality of being adequately or well qualified, having the ability to perform a specific role.

Global competencies are what we speak of when the role, function, or business is outside of the company's home culture, or when it involves sustained contact with people from one or more unfamiliar cultures. Global competencies form the database for IHR performance management.

Global competence development is the carefully crafted process of data-gathering about your firm's own managers and employees as they go about their daily work. The goal is to build an accurate understanding of the skills, knowledge, and attributes required for outstanding performance, in your company worldwide, in these actual roles, functions, or businesses.

Global competency models are systems of tailored competencies and their applications for the purpose of aligning the performance of employees, worldwide, with the goals of their organization. Global competency models enable a firm's decision-makers to wisely select, develop, deploy, align, and evaluate people who build global business linkages that improve the company's revenues everywhere.

 

 

The Global Competency Model (GCM) Methodology was derived based on five essential elements of a CBT system:

• Competencies to be achieved are carefully identified, verified and made public in advance.
• Criteria to be used in assessing achievement and the conditions under which achievement will be assessed are explicitly stated.
• The instructional program provides for the individual development and evaluation of each of the competencies specified.
• Assessment of competency takes the participant’s knowledge and attitudes into account but requires actual performance of the competency as the primary source of evidence.
• Participants progress through the instructional program at their own rate by demonstrating the attainment of the specified competencies

The Process to Determine Global Competency Model
The approach to design competency standard needs to be strategically aligned with the business strategy, and linking competency systems directly to work outputs, customer requirements and performance goals. There are four key processes used when designing the competency-based training methodology :

Approaches to Maximize Global Competency Model
Global Competency Model approach is adopted to maximize the job performance and to realize the client’s corporate vision through the people.

Benefits of Applying Global Competency Model

Competency Based Performance Systems (CBPS) 

Developing adequate Competency Framework affects the whole performance management and many areas as:

-Recruitment
Competencies can be used to ensure individuals applying for a position fully understand the requirements of the position, both technical and the behavioral. As the center of the "atom" demonstrate, job competency requirements can provide important information to candidates. Using competencies in recruitment processes can be as simple as including a list and brief description of the required competencies in the job posting.

- Selection and Staffing   
it is important to ensure that those selected meet not just the technical requirements but also the behavioral requirements for the job. Asking competency based questions and assessing the answers based on the competency  profile for the job can assist in hiring those that meet the competency requirements.

- Learning and Development
Competencies can be developed and used to improve performance. Competencies support the achievement of more readily measurable criteria; such as meeting budgets or achieving departmental goals. The competencies observed during a selection interview or recorded as part of performance management can be used as a starting point for development planning. Individuals can compare where they are currently at to what level of  competency proficiency they wish or need to be at. Development plans which are based on competency framework will "maximize return on investment" for development costs and will assure developing calibers needed "to compete in future"

- Career and Succession Planning
Competencies can also be used to plan career paths (at an individual level) or assist in succession planning (at a corporate level). As an assessment of potential and future development, competencies form an important part of succession planning. Competency profiles and competency expectations for different positions can be used to assist in career decision making. For example, if you wish to move from an HR assistant to an HR consultant, you can examine the differences in the competency profiles of the two positions. You can then determine if the move would be a good fit with your skills, and what competencies you may need to work on to make the move. 

- Performance Management
Performance management is defined as: " A process for establishing a shared understanding about what is to be achieved, how it is to be achieved, and an approach to managing people that increases the probability of achieving  success". Thus, it isn't limited to performance appraisal but other means of communicating excepted behaviors to employees. Competencies are critical behaviors demonstrated on the job and, as such are often included as part of performance management. Performance management is about achieving results in a manner that consistent with organizational expectations and desired behaviors.

- Rewards and Recognition
To be effective, rewards and recognition need to be consistent with organizational expectations and linked to organizational goals. Competencies are one way of conveying organizational expectations of behaviors.

IEBA Consulting team is ready to help industry professionals and companies building Competence models.

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