How do you balance the specificity and generality of competency models?

1 Why specificity matters

The specificity of a competency model refers to how well it captures the unique and distinctive aspects of a particular job or domain. A specific competency model can help you differentiate between different levels of proficiency, tailor your training and development programs to the specific needs and gaps of your employees, and provide clear and actionable feedback and guidance for improvement. However, too much specificity can also limit the applicability and transferability of the competency model, and make it difficult to update and maintain over time.

2 Why generality matters

The generality of a competency model refers to how well it applies to a broad range of jobs or domains. A general competency model can help you identify and leverage the common and transferable KSAOs that are relevant for multiple roles, functions, or organizations. A general competency model can also help you foster a culture of learning and agility, and prepare your employees for future changes and challenges. However, too much generality can also dilute the relevance and impact of the competency model, and make it hard to measure and assess the specific outcomes and behaviors that matter for each job or domain.

3 How to balance specificity and generality

Finding the right balance between specificity and generality in competency models is a complex task that depends on various factors such as the purpose and scope of the model, the nature of the job or domain, and the preferences of stakeholders. To help you find the right balance, ensure you have a clear definition of the target role or organization and its key performance indicators. Then conduct a thorough job analysis or needs assessment using multiple sources and methods. Identify core KSAOs that differentiate between high and low performers to form the basis of your competency model, while also considering supporting KSAOs that enable flexibility and adaptability. Validate and verify your model using expert reviews, stakeholder feedback, empirical tests, or pilot studies. Finally, review and revise your competency model regularly to keep it up-to-date with current needs and trends.

4 How to adapt your competency model

Even if you have a well-balanced competency model, you may still need to modify it for different purposes, levels, and frameworks. For instance, you may need to emphasize or de-emphasize certain competencies when using it for selection, development, or evaluation. You may also need to add or remove competencies when applying it to individual, team, or organizational levels. Additionally, you may need to modify or reframe certain competencies when aligning it with organizational values, strategic objectives, or industry standards. To effectively adapt your competency model, it’s important to involve the relevant stakeholders and explain the rationale and logic behind your changes. You should also communicate and disseminate your model clearly and effectively across multiple channels and formats. In conclusion, competency models can optimize personnel selection and development processes if they are carefully designed and implemented with the right balance of specificity and generality.