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Talent identification, management & development
Some common competencies include:
Effective Oral and Written Communication
managing people
Planning and organizing
Commercial Awareness
Customer Service
Problem Analysis
Problem Solving and Decisiveness
Creative Thinking

An effective competency framework has applications across the whole range of human resource management and development activities. It is seen equally in recruitment but also in performance management systems.

Companies use competency frameworks in order to achieve the following goals:
Developing Organizational Culture
Recruitment Assessment
Employee Effectiveness Assessment
Organisational effectiveness
Analysis of training needs
Enhanced career management.

Competency Framework (Competency Profile)

Competency is defined as the personal attribute and behaviours individuals must have in order to perform effectively at work. A ‘competency framework’ is a structure that sets out and defines each individual competency (such as problem-solving or people management) required by individuals working in an organisation or part of an organisation.

Research shows that competency frameworks include the behaviours that a company values and believes will help it achieve its long-term goals. When designing a competency framework it is important to be able to measure the competency. The framework should contain definitions and/or examples of each competency, particularly where it deals with different levels of performance for each of the expected behaviours. It is noteworthy that if a competency framework is too broad (containing only general statements about individual competencies), it will fail to provide adequate guidance either for employees as to what is expected of them or to managers who have to assess their staff against these terms. If, on the other hand, it is too detailed, the entire process becomes excessively bureaucratic and time-consuming and may lose credibility.