June 01, 2009
HIRING EFFECTIVENESS
Competency-based efforts can have a positive effect on hiring and turnover. Improved recruiting and selection processes deliver employees who are more qualified for their new jobs. This has the potential to decrease turnover, a measure that can be tracked before and after the application is deployed.
BETTER INTERNAL PLACEMENT
Similarly, positions can be filled more effectively with properly qualified internal candidates. Employees who are ready to move up can be readily identified and prepared. Employees who want to move up but are not qualified can be steered into necessary development activities. The result is more the right people in the right jobs.
TRAINING/DEVELOPMENT EFFICIENCIES.
Organizations that train employees by title or by work group may be wasting a lot of
productive time. Thirty-year employees may not need to be sitting next to new hires in training classes mandated by management. The goal for developing employees is just in time, just as needed. The immediate result of individual assessments is an easy win. Fewer people are involved in development they don’t need, which means that the costs of developing people may go down.
INCREASED PRODUCTIVITY.
Productivity can be improved three ways. First, enhanced selection of employees
results in better across-the-board performance on the job. Second, time wasted in unnecessary development activities is converted to productive work time. Third, existing employees receive the development they want and need to be more effective in their jobs.
BETTER ORGANIZATIONAL PERFORMANCE.
Competency-based HR applications can contribute to the overall performance of the organization, although they are hard to isolate as a direct cause. They can deliver extremely large paybacks by helping organizations identify people who can help raise the level of service, be more innovative, improve efficiencies, and make better decisions.
TIPS AND TECHNIQUES
Competence is the qualification to correctly perform the processes of a job position. Key factors in the definition of competencies are:
(1) Significance to the job
(2) Correlation with Performance
(3) Measurable to standards
(4) Can be improved