Common Mistake in Designing Competency Modeling

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By fianita

Many companies have competency modeling. But most of them don't get advantage that they should've been got. Some of them just feel it as useless additional work. As we know, implementation competency modeling in HR system could boost the productivity of the company, as the end result. But why it doesn't happen ? Here are some common mistake :

  1. Do not related to the business strategy, organization system and organization culture. Competency model should answer the question what is the competitive advantage of the company. You have to start your work by asking the CEO who define vision and mission of the company.

  1. Made by cut and paste from generic competency from text book. You can use this method, to make your work accomplish faster, but you still have to make some modification to make it suitable with the behavior expected to be have in every employee.
  2. Only consist soft competency, (e.g. leadership ). At lower level employee, technical skill capability is very important as something to be consider as promotion decision. And if we don't maintain this competency as part of the training system, we will lost some technical skill if the employee resign, because its never cascade down to be learn by other staff, especially the new hire. So its not enough if you stop your work after define soft competency. You need hard competency.
  3. Too sophisticated and hard to be understood. To avoid this mistake, involve user in competency definition process.
  4. Do not define the measurement system. Competency modeling won't be work out unless has clear measurement system. You have to prepare the tools, clear standardization about assessment process.
  5. No suitable training for managers and supervisors. Even you have established perfect competency model, you can not guarantee all managers measure their subordinate objectively. Some training will be needed to avoid bias and make them knowledgeable to conducting assessment, as well as understand the purpose and advantage of the competency.
  6. No correlation between competency assessment with training and development planning. The purpose of competency assessment is to define the area to be develop from the employee.
  7. Use competency as the only one tools to make decision. There is no tools that has 1.0 correlation for its validity and reliability. You still need other tools to make decision. Result of performance appraisal can be used as the other tool.




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