Can E-Competency Framework 2.0 Support Team Performance?

The quest for continuous performance improvement is increasingly intense in the context of higher levels of competition and stakeholder demands.

The stark reality is that there is no option to remain static. Organizations need to get better at what they do or run the risks of being driven out of business.

However, sustaining continuous improvement can be challenging and organizations might need to look outside of their usual strategic planning routines and explore other approaches to gain a competitive edge.

Yet, there are opportunities for dramatic advancement that are not being seized upon by organizations. One such option is an upgraded, dynamic?Competency Framework.

E-COMPETENCY FRAMEWORK 2.0

Adding HOW to the WHAT

Smart organizations are realizing that while quantifiable performance targets might be met for a while, how they are being achieved might not be sustainable.

For example, team members might be pressured into adopting unethical practices to meet aggressive targets. Clients might be short-changed to cut costs.

The central role of the HOW in sustaining excellence has revived interest in developing?Competency Frameworks.

E-Competency Framework 2.0?is an upgrade to earlier approaches to address today’s more dynamic and empowering workplace realities. It identifies the skills, aptitude, attitude and work environment factors required to complete each job effectively at various levels.

E-Competency Framework 2.0 (ECF2.0) is one answer to modern Workforce Planning. In a nutshell, it lays out in clear terms the pathways to performance excellence in your organization. ECF2.0 captures the behaviours that are aligned to your values and communicates them in a process that gains consensus. It lays out role-driven descriptors that outline if and how desired competencies are being manifested. That in turn underpins a more effective and transparent?Performance Management?and?Appraisal?processes.

ECF2.0 infuses technology to give the framework a dynamic role from Recruitment & Selection, through Training Needs Analysis, Learning & Development planning, Work Plan development, Performance Management & Appraisal, Career & Succession Planning and Reward structures.

WHY IS A WINNING SOLUTION NEGLECTED?

1. Execution Challenges

The development of dynamic Competency Frameworks requires unique skills, time and a cooperative environment. Many organizations look to overrun HR Departments or put in place an under-resourced OD unit to undertake the development. The project lingers in limbo despite the best efforts of the individuals who have to be juggling competing priorities.

Informed professionals who understand the requirements simply baulk at starting the project in the first place.

2. Ignorance

Ignorance comes in form of a lack of awareness of the long-term impact of an E-Competency Framework 2.0 on the organization. They miss the fact that it impacts every single talent-related issue in positive ways.

“Sophisticated” ignorance comes in the form of those were exposed to static approaches to Competency Frameworks and shut their ears to the sound of the words.

3. Objectives

Many projects fail because of overly ambitious targets.

For example, completing the Technical Competencies for a large organization operating in a technical domain is a daunting task requiring significant manpower resources, with a reliance on external resources.

It might be best to opt for earlier wins by focusing on developing the?Core Competency?Framework and possibly add the Technical Competencies for select Units.

4. Inadequate Budgets

Because of the pervasive ignorance around the value of E-Competency Framework 2.0 and what it takes to produce one, budget provisions fall way short of what is required.

?E-COMPETENCY FRAMEWORK DIRECT BENEFITS TO TEAM MEMBERS

In an attempt to increase awareness, here is a short list of benefits that your team members will get from a dynamic values-driven Competency Framework.

E-Competency Framework 2.0?provides critical information in readily digestible form:

1. Individuals at all levels fully appreciate what to do and how to do it.
2. Those responsible for supervising and managing performance match observable behaviour to established standards and provide the required leadership.
3. Training and Development professionals identify performance and skill gaps and design appropriate strategies to address the outcome of Training Needs Assessments.
4. Talent Management and other Leadership professionals align Recruitment and Selection to the Vision and Values of the organization.
5. Leadership professionals drive Career Development, Succession Planning and establish Performance Appraisal and Reward Systems.
6. Team members have guideposts that they can use to pursue their own personal development.

NO-COST CONSULTATION

Accept our offer of a no-cost consultation on how?E-Competency Framework 2.0?could add value in your organization. Learn how our?SPIKE Technology?can shave months off the development of your framework. You can even modify SPIKE’s fully-developed template to save even more time and resources.

An up-to-date and well-developed?E-Competency Framework 2.0?identifies the skills, knowledge and abilities that are needed to achieve your vision and objectives and cascades them down throughout the entire organization!

It will guide HR policies and processes from recruitment and selection through learning and development, career development and succession planning to ensure their relevance to current realities and future requirements.

The valid?E-Competency Framework 2.0?will also be integral in adding credibility to your Performance Management processes while guiding daily operations to enhance efficiency and productivity.

Choose a slot in my calendar ?to set up an initial information exchange

Thanks

Trevor E S Smith

Success with People? Academy

We empower individuals, teams and their organization. Our focus is on Human Capacity Development through the infusion of technology and the application of our DISCerning Communication Model of Communication and Leadership. We offer leading edge Behavioural DNA Assessments from Extended DISC? on the revolutionary FinxS? Platform through our franchise.

Context

Updated, dynamic E-Competency Framework 2.0 serves as a hub for all Talent Management processes from Recruitment & Selection, through Onboarding, Gap Analysis, Training Needs Assessment, Learning & Development, Performance Management & Appraisal, Career Development & Succession Planning.

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