Ensuring competency models keep pace with changes in business strategy

Organisations’strategicdirectionbusinessprioritiesand
operatingenvironmentareconstantlychanging.All
toooftenthoughtheircompetencyframeworksfailto
evolvetoreflectthosechanges.
LinemanagersandHRprofessionalsrecognisethisfact–thatthe
researchthattheircompetencymodelsarebasedonhasafinite
shelf-life.Despitethismanyoftheirmodelsarenolonger“intune”
withthecharacteristicsneededfromtheirpeopletomeetmarketfacing
demandsinasuccessfulway.Ourworkwithclientssuggests
whythismightbethecaseandprovidesastraightforwardprocess
toovercomeit.
Theamountofeffortrequiredtodevelopandimplementacompetency
modelpresentsthemainobstacletochangingthestatusquo
oncethemodelhasbeensuccessfullyappliedandembedded.The
perceptionexiststhattheeffortneededtochangeanexisting
modelisoutweighedbythepotentialbenefitsofarevisedone.In
somecasesthiscanbeadangerousassumptiontomake.


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