A competency framework provides a benchmark for assessing the knowledge, skills, and abilities of a company’s current and future human resource needs. They are designed to be benchmarks for communicating which behaviours are required, valued, recognised, and rewarded for specific roles in an organisation’s workforce. Competencies provide companies effective and valid criteria for evaluating performance in the workplace and encourage personal development. Using a set framework helps HR and managers to identify and train any ability gaps in their workforce, and efficiently hire to fill any remaining skill gaps.
Benefits of having a competency framework in an organisation
Companies are now embedding competencies and a competency matrix in all human resource management systems that set standards in the following areas of the organization:
Implementing a competency-based structure for HR and managers demonstrates transparency and consistency to your employees. This is especially true when it comes to recruitment and selection, learning and development, succession planning, and performance appraisals.
Companies following competency-based management benefit from reduced turnover, high level of competence and efficiency, good skill matches, and reduced financial losses.
Further, Society of Human Resource Management have said that competency frameworks serve as career development tools in the organisation – illuminating areas of growth and giving priorities for high-potential programs and talent pipelines.
Competency-based recruitment and artificial intelligence (AI)
In today’s HR tech landscape, artificial intelligence, or AI, has paved the way to ease complex processes involved in HR systems. Incorporating machine-learning tools enables companies to speed up and produce high-quality performance 一 including measuring competencies based on frameworks.
To deliver results within a reasonable timeframe, companies can incorporate AI in their recruitment process through tools such as online application systems. AI can help recruiters to identify job requirements for specific positions and can rank candidates based on selection tools.
Meanwhile, using competency-based AI systems make it easier and more efficient for companies assessing individuals’ soft skills and competencies. The 2018 Global Human Capital Trends Report of Deloitte results showed many organisations now use AI for identifying essential skills among potential candidates during the recruitment process.
Competency frameworks offer a standardised approach the AI needs to effectively measure requirements of any job role. Nevertheless, to fully optimise the use of AI in recruitment, competencies included in the framework must be:
HR practitioners are now leveraging AI to complete tasks, specifically in recruitment processes where they have to process a large volume of applications. Nevertheless, companies have to continuously review and improve their competency framework, as supported by a 2018 IBM study as it may cause poor decision-making in recruiting and selecting potential candidates if it is out of date.
Competency frameworks provide consistent and well-articulated priorities that the workforce needs to achieve to meet the demands of achieving the goals of the organisation. It contributes to better work performance and efficiency to processes across the employee lifecycle.
This article first appeared on Talegent website:
https://talegent.com/blog/how-a-competency-framework-impacts-organisational-performance/
TalentView is an official partner of Talegent in the APAC region.
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ANJ VERA
Founder and CEO
With nearly two decades of experience in HR transformation, Anj has worked with the world’s leading employer brands to optimize the talent experience. She is also the author of the book ‘Rethink Recruitment,’ and is the highest-rated Udemy instructor in the field of employer branding. Her insights on culture, branding and the talent landscape have been featured in Inc. Magazine, ANC News, Business Insider, Recruitment Asia and major publications across the region. She graduated with distinction from the Level 1 Leader program of Employer Branding College, Australia and also holds an MBA degree from De La Salle University- Manila.
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Lawrence is a recipient of Level A and B assessment certifications from the British Psychological Society. Using comprehensive and real-time data, Lawrence provides HR leaders with tools and technologies to address high-level people decisions making them more agile at responding to both the needs of the business and its employees. His experience working with various industries for human capital technology has allowed him to collaborate with a network of leaders in the region to strengthen their culture and build connected communities.
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Kate kicked off her professional career in talent acquisition and recruitment marketing. With her keen interest in arts and a passion for project management, Kate now handles key employer branding and talent attraction initiatives for TalentView’s key customers like Pru Life UK, Rebisco, and Ernst & Young Philippines. She provides guidance and direction to in-house content producers, graphic designers, and video editors to provide a targeted stream of multimedia content that helps HR leaders meet their talent attraction and engagement goals.
She graduated with a Bachelor's degree in Psychology from Ateneo de Manila University and is currently taking her advanced studies in Counseling specializing in Organizational Psychology at the same institution. Outside the workplace, Kate loves wandering to uncommon destinations and experience culture and art firsthand.
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Coke BIG’s Employer Brand Playbook is probably one of the most cohesive primers TalentView has ever produced.
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This comprehensive playbook was the essential tool and go-to reference for anything and everything employer branding for JG Summit, from content creation to design guidelines.
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These campaigns delivered clear messages consistent with the employer branding objectives—further solidifying their online presence, employer brand identity, and showcasing their company mission. Proudly, First Gen qualified as a finalist in the coveted “Best Employer Brand on LinkedIn.”
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Crafting vibrant and dynamic campaigns, Rebisco's themed posts perfectly aligned with their employer branding. This distinction led to being recognized as the most appealing employer for students in 2021.
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JUSTINE RICAFORT
Marketing Lead
Justine currently serves as the Marketing Lead at TalentView, handling the marketing and strategy for all TalentView solutions and towers, and marketing operations. She has over five years of experience in digital marketing, starting as a Social Media Manager and being promoted to leadership positions, where she now has two years of expertise in marketing leadership. She graduated from De La Salle University-Manila with a degree in International Relations and was marked by distinction as a Dean's Lister and a recipient of the Tan Yan Kee Foundation Scholarship. She was also one of the representatives of De La Salle University in Japan for the Harvard Projects on Asian and International Relations
She currently lives in Manila alongside her mom, brother, and their dog. She is a talkative introvert, she loves horror and psychological thrillers, and she’s been fascinated with true crime since the age of 13. She also loves fitness and exploring different kinds such as dancing, cycling, and even freediving. If she were not a marketer, she would be a forensics psychologist. Her ultimate dream is to have a business related to fitness in the future.
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RAM REYES
Lead, Talent Research and Insights
As the lead of Talent Research and Insights, RAM's ultimate purpose is to provide her clients across Philippines, Malaysia and Vietnam with actionable insights, accurate information and inspiration that will drive their employer branding strategies. With over 8 years of experience, she has cultivated her passion and expertise in nurturing client relationships and refining successful initiatives, focusing on culture, communication, employee engagement, and systematic approaches. Furthermore, her career encompasses diverse fields including Human Resources, Digital Marketing, Graphic Design, and End-to-End Event Management.
Academically, RAM hold a Business Administration degree, majoring in Human Resource Development Management, complemented by an Academic Excellence Award from Saint Pedro Poveda College.
Beyond work, RAM's interests are as diverse as her professional endeavors. She's a pun enthusiast and a strong advocate for self-love. She constantly explore various literaries, music genres and groups, and exercises to keep things fresh. These activities fuel her curiosity and add balance to her life, fostering personal growth and a well-rounded perspective.
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MICA PALATTAO
Lead, Talent Capability & Measurement
Mica is passionate about building high-performing teams through leadership development and capability management. She currently leads the Organizational Capability team of TalentView, supporting Fortune organizations in their people initiatives. From early career talents up to executives, Mica helps organizations build and strengthen their leadership pipeline. She has worked with multinational companies from the ASEAN region such as Sanofi, Schindler, Republic Cement, and Heineken.
Mica is a currently taking up a Master’s Degree in Business Administration (MBA) in De La Salle University. She earned Certification in Talent Management from Ateneo De Manila University and graduated with a Bachelor’s Degree in Psychology from Polytechnic University of the Philippines. She is also a registered psychometrician with the Psychological Association of the Philippines. Outside the busy streets of corporate, you can find Mica enjoying her hunt for good food and music.
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