Competency Framework

    • Job Design
    • Performance management
    • Career and Succession planning
    • Learning & Development


‘A competency represents the skills, knowledge and behaviors required to perform effectively in a given job, role or situation’.

Competencies are a vital part of many people- management processes, helping organizations perform better in the areas like:

Recruitment: by providing fair and unbiased criteria (conditions) and for choosing who to employ, and making sure everyone is assessed against the same framework

Performance management: by providing fair and unbiased statements to help managers and their staff discuss and assess performance.

Learning and development: by helping the organization and individuals identify areas to prioritize their learning and development needs

Career development: by providing clear expectations of what skills, knowledge and behaviors are needed at each level and by showing individuals how they can develop their career by building on their current skills.

A Successful Strategy

Core competencies are the collection of skills, knowledge and attitudes that is needed for all workplaces to operate effectively. These competencies, as stated by the International Labor Office, are in high demand in workplaces worldwide, as industry adapts to the changes brought about by globalization, increased competition and international mobility.

Competency standards are a set of benchmarks that define the skills, knowledge and attributes people need to perform a work role. They are developed in consultation with industry, in order to ensure they reflect the needs of the workplace.

Benchmarking with competencies standard, will create a framework for the organization, helping to recognize the individuals skills and accelerate the improvement of training systems.


Our methodology in establishing a competency framework works in four stages:

Stage 1: Review of the policies and regulations

Stage 2: Interview with stakeholders to assess the actual competency level of the employees

Stage 3: Identify competencies needed for all functional and technical areas to successfully achieve the mission and strategic goals

Stage 4: Set the future skills and knowledge needed for the staff to become more efficient and effective

Stage 5: Analyze the gap between the findings and competencies.



  • know what is expected in their role
  • are recognized for the skills, knowledge and behaviours that are vital to every role
  • have a tool for discussing how to improve in their current job, or how to improve their chances of moving to other jobs;
  • can identify and adapt their skills and behaviors when moving into a new role.


  • have clear, fair and unbiased statements to use when discussing performance, which also help in setting job objectives for their staff;
  • have a common language to use when giving employ− ees feedback on their performance;
  • can identify individual learning or development needs, as well as resources, meaning they can better structure employees’ development and training;
  • have a tool to help define career paths, provide support for planning how to fill vacant jobs
  • help people move to different jobs within the organization


  • Competency Framework
  • Competency Tables that will include descriptions of each competency, definable competency indicators, and a competency indicator to determine and show the current competency levels
  • Training on the Competency Framework for the staff on the proposed Framework
  • Communication Plan
  • Competency Model Writing: Competency Matrix, Position Profiles
  • Training Needs Assessment for the employees at all levels based on the Competency Framework with Mapping of particular training needs for developing such competency
  • Skill gap assessment for each required competency