How Companies Gauge Competencies Using Competency Indicators
In an organizational system and process, competencies are one of the important and critical factors in the workforce scheme and success of the company. They identify the capabilities, attributes, and attitudes of the individuals in order to meet staffing needs. These are defining characteristics of the employees contributing to their improved job performances as well as successful organizational results.
Competencies would include the applicable knowledge, skills, and attitudes (KSA) of the working individuals. It is important for an organization or a company to employ individuals who already possess the needed skills for the position or who have the potential to develop other competencies. Having a group of competent employees is critical for the success of a company.
How do employers measure the competencies of the employees or job candidates? Most companies follow a simple process of classifying positive and negative competency indicators based from the required competency list for the job title such as:
Teamwork, Problem-Solving, and Decision-Making
A. Teamwork
Positive Indicators
Shows sensitivity in working with fellow team members
Builds rapport by encouraging open expression of viewpoints
Shares opinions, experiences, and knowledge with the team
Manifests openness through active listening and asking questions
Consideration for other people’s opinions
Negative Indicators
Dismisses the contributions and efforts of others
Showing insensitivity through interruptions and inattentiveness
Manifests a manipulative approach
B. Problem Solving and Decision-Making
Positive Indicators
Anticipates and understands the risks and implications of decisions
Goes beyond the details to identify root issues
Determines the advantages and disadvantages of alternative course of action
Arrives at logical and impartial conclusions
Analyzes information in a logical and systematic approach
Negative Indicators
Overlooks and neglects risks in making decisions
Arrives at conclusions based on narrow perspective and prejudices
Jumps to quick and hasty solutions before making an analysis
C. Communication and Influencing
Positive Indicators
Shows interest and commitment to proposals
Deals with arguments with confidence and conviction
Presents a clear manner of communication
Negative Indicators
Shows awkwardness and lack of confidence in dealing with others
Easily persuaded by counter proposals
Presents arguments in a confusing and incoherent manner
Customer Service Orientation and Technical Competency
A. Customer Service Orientation
Positive Indicators
Manifests competitive edge to achieve high quality customer-oriented outcomes
Responds quickly and efficiently to customer issues and complaints
Consistently manages pressure and conflicting priorities with effectiveness
Shows optimism despite setbacks and challenges
Dedicated to provide customer satisfaction to both internal and external customers
Negative Indicators
Easily distracted from a major task
Does not bother to create a connection with customers
Not efficient during moments of pressure and conflicts in priorities
Focuses on personal goals and lacks consideration on the needs of the customers
B. Technical Competency
Positive Indicators
Demonstrates clear understanding of certain technical issues
Shows ability to perform technical solutions to issues
Keeps a high level of technical reputation and credibility with other employees
Negative Indicators
Fails to consider technical details and relevant issues
Has a hard time relating technical theory to practical application
Cannot maintain a technical integrity with colleagues and customers
These are just some of the competency list and their positive and negative competency indicators that would help companies to gauge the level of competency of an individual. Other organizations have their own set of behavioral competency checklist to easily conduct competency assessment, which is applicable for recruitment and selection as well as with the employees. In the interview process for screening potential candidates, interviewers will look for negative indicators that will determine weaknesses in certain skills and competencies. This way, it is easier for them to screen applicants and choose the right candidates.
Other core competencies that most companies would look for in an individual would include flexibility or adaptability, the drive and motivation, interpersonal skills and building relationships, the use of initiative and creativity, planning and organizing, and dedication or commitment. A competent person must demonstrate the right and proper knowledge, skills, and attitude in order to contribute to the success of organizational goals.
