KREDO Competency Framework An Exciting Road Ahead

Are you skilled in your job or are you competent in your job? We all grapple with this question and there are a multitude of ways to conclude. There is nothing right or wrong about it. But are we sure of what we are working on and are we clear that the destination we are heading to is based on what we began to work on? Let’s keep it really simple.

Aspect

Skills

[

Competencies

What?

Key abilities you need to perform a specific job or a task, both successfully and effectively, to be productive.

^
  • Flying an airplane
  • Handling monthly accounts
  • Treating a patient
  •  Writing code to develop platform

Examples

Key abilities you need to perform a specific job or a task, both successfully and effectively, to be productive.

^
  • Flying an airplane
  • Handling monthly accounts
  • Treating a patient
  •  Writing code to develop platform

Aspect

Skills

What?

Key abilities you need to perform a specific job or a task, both successfully and effectively, to be productive.

Examples

Key abilities you need to perform a specific job or a task, both successfully and effectively, to be productive.

Aspect

Competencies

What?

  • Flying an airplane
  • Handling monthly accounts
  • Treating a patient
  •  Writing code to develop platform

Examples

  • Flying an airplane
  • Handling monthly accounts
  • Treating a patient
  •  Writing code to develop platform

Keep it Simple

We thrive on what the industry wants, and what ensures an organization can scale in their journey towards becoming experts functionally, technically, domain-wise, behaviourally, and process-wise. As a simple example, and one way to look at a competency framework is to:

Define Business Verticals

Define Roles

Define Bands

Define Skills

Define Competencies

Define Proficiencies

Create Role-Competency Proficient Mapping Framework

Tesseract’s unique competency framework is getting enriched for a full-fledged launch in Q2 2022 and our competency dictionary will give you an overview of how we work on what you wish to see. Talk to us, let us know what you are looking for and it may be a part of what you’d like to purchase, implement, and adopt.

A Competency Assessment

An assessment created on the basis of a competency framework, helps identify who does not meet the requirements for specific skills. In other words, you get to identify a skill gap. Just like the fact that there is always the existence of an inherent risk, it is highly probable that a learner has a skill gap, which must be captured sooner than later. Once identified, creating, or curating a course, and then moving into a personalized learning plan, helps them close their gap. In some scenarios, learning objectives could also be included to get to an outcome of a behaviour. And this is a different conversation altogether. Another aspect to keep in mind is that competencies must be something that can be observed, which essentially also means there must be a way to measure them and if put together the best outcome critical to the success of an individual or the organization they work in is if its coachable.

A Competency Assessment

An assessment created on the basis of a competency framework, helps identify who does not meet the requirements for specific skills. In other words, you get to identify a skill gap. Just like the fact that there is always the existence of an inherent risk, it is highly probable that a learner has a skill gap, which must be captured sooner than later. Once identified, creating, or curating a course, and then moving into a personalized learning plan, helps them close their gap. In some scenarios, learning objectives could also be included to get to an outcome of a behaviour. And this is a different conversation altogether. Another aspect to keep in mind is that competencies must be something that can be observed, which essentially also means there must be a way to measure them and if put together the best outcome critical to the success of an individual or the organization they work in is if its coachable.

Questions Addressed

When competencies are correctly identified, mapped to other relevant measurable properties, the outcome seen caters to scenarios across the board. A few of them are addressed below:

  • How to narrow down areas of development between high impact and low impact?
  • How to achieve business results through an organizations most priced entity, its people?
  • How to bring in a differentiation on ‘How’, ‘What’, ‘When’ and ‘Why’ of daily tasks?
  • How to establish a career progression framework for the organization?
  • How to communicate the language of performance to the people?
  • How to create a career progression roadmap for the employee?
  • How to establish guidelines and benchmarks for hiring, training, retraining, and awarding people?
  • How to facilitate change management programs?

Conclusion

In short, a competency framework could be the difference maker in what makes your organization be a step away from being the best place to work on, on this planet.