Competency Modelling
for future success…

PML, with AxiaMetrics have unique and market leading technology that can be applied to provide you with a cost effective and accurate Competency Modelling process for your organisation.

What are ‘Competencies’?

Competencies encompass the knowledge, skills, and attributes required for successful performance. In addition to intelligence and aptitude, the underlying characteristics of a person, such as traits, habits, motives, social roles, and self-image, as well as the environment around them, enable a person to deliver superior performance in a given job, role, or situation.

How do you define them and establish if someone has the required competencies?

Most employers will have completed a job description for the various roles in their organisation. When they want to take on a new employee in that role they will make a list of the core competencies that are needed.

Defining the competencies of ‘Elite Performers’

Traditionally we fall back on the things we can measure more easily such as the qualifications and previous job history and either ignore or use our gut instinct for the items that we are unable to measure, such as characteristics, traits, habits, motives and self image. Despite applying this criteria for hiring or promoting we usually find there is a huge differential in performance across our team.

Competency Modelling is the activity of determining the specific competencies that are characteristic of high performance and success in a given job. Competency Modelling can be applied to a variety of human resource activities. Successful organisations identify their core competencies and are applying this competency data to improve performance and provide them with a competitive edge.

What are the options for Competency Modelling?

In 2000, Schoonover and Arthur Andersen conducted a study to determine how organisations use competency data and to understand what practices lead to success. The summary from this research was distilled in to one guiding principal:

“Competency applications, like all significant change initiatives, will be successful when best practices related to development and implementation are consistently and relentlessly followed.”