The idea of competencies entered the language of recruitment and performance in the early 1980s. The CIPD defines a competency as the behaviours (and, where appropriate, technical attributes) that an individual must have, or must acquire, to perform effectively at work. Examples of typical competencies include problem solving and people management.

If we look beyond competency based recruitment what is an organisation that subscribes to a competency framework saying to its workforce? Competencies are a clear message from an organisation to its staff what the performance expectations are. Competencies provide a route map to individuals in different roles indicating what behaviours are valued, recognised and sometimes even rewarded. In short, competencies can be perceived as the language of performance within an organisation that, when well grounded, will make a heavy contribution to a performance culture.

In terms of a contribution to a performance culture, competencies are increasingly being used as tools for recruitment, to underpin performance reviews, to enhance employee effectiveness, to plan career pathways and conduct training needs analyses. A good grasp of the idea and role of competencies is therefore important to any employee serious about personal and professional development.

This Understanding Competencies in the Workplace One-Sheet-Workshop™ will give you a clear understanding of how to profile your performance using competencies and is also a great extension to the Competency Based Interview One-Sheet-Workshop™.