How can you effectively evaluate a global competency framework?

1 Define your purpose and scope

Before you start evaluating a global competency framework, you need to have a clear idea of why you need it and what you want to achieve with it. Are you looking for a general framework that applies to all employees, or a specific one that targets a certain role, function, or level? Do you want to use it for recruitment, development, performance, or mobility? How will you measure its impact and value? Having a clear purpose and scope will help you narrow down your options and focus on the most relevant criteria.

2 Choose a suitable model

There are different models of global competency frameworks that vary in their complexity, structure, and dimensions. Some are based on generic competencies that are applicable to any global context, such as cultural intelligence, communication, and collaboration. Others are more tailored to specific domains, such as global leadership, global mindset, or global citizenship. Depending on your purpose and scope, you may choose to adopt an existing model, adapt it to your organization, or create your own from scratch. Whatever model you choose, make sure it is consistent, comprehensive, and credible.

3 Validate your framework

Once you have chosen or created a global competency framework, you need to validate it to ensure that it reflects the reality and needs of your organization and stakeholders. You can use different methods to validate your framework, such as surveys, interviews, focus groups, or assessments. You should involve a representative sample of your employees, managers, customers, and partners in the validation process, and collect feedback from different perspectives and sources. You should also compare your framework with best practices and benchmarks from other organizations or industries.

4 Implement and monitor your framework

After you have validated your framework, you need to implement it and monitor its effectiveness and outcomes. You should communicate your framework clearly and widely to your employees and stakeholders, and explain how it relates to your vision, values, and goals. You should also integrate your framework into your talent management processes and systems, such as job descriptions, selection tools, development plans, performance reviews, and career paths. You should regularly review and update your framework based on the feedback and data you collect, and celebrate the successes and achievements of your employees and teams.

5 Evaluate and improve your framework

Finally, you need to evaluate and improve your framework to ensure that it remains relevant, useful, and impactful. You should use both quantitative and qualitative methods to measure the outcomes and benefits of your framework, such as employee engagement, retention, productivity, satisfaction, innovation, diversity, inclusion, and customer loyalty. You should also identify the gaps and challenges that your framework faces, and seek solutions and opportunities to enhance it. You should involve your employees and stakeholders in the evaluation and improvement process, and solicit their input and suggestions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?