The design of core competencies model is defining those characteristics – knowledge, skills, competencies, attitudes, motives – that every employee must possess so the company could achieve given goals in a desired manner.
Core competencies are those competencies that a company must possess in order to ensure competitive advantage and long-term survival.
The purpose of key competencies model is a clear definition of difference between excellence and the average, including the desired “how to” achieve given goals.
Evaluation of the development stage of employees’ key competencies and decision-making about the employees on the basis of that evaluation is far richer with information, for many positions more transparent and more clearly oriented towards the future, as opposed to decision-making based on the employee’s success at the current position.
Evaluation of core competencies possession points to:
- specific educational requirements for holders of certain positions
- readiness to take on more complex work tasks, including a managerial component besides an expert one
- “how” the work is done, that is, how the employee lives the values developed and protected by the company
- talents which are insufficiently used at the current position or are not at all represented in a particular team, but which might significantly contribute to the quality of work performance.
The aim of the evaluation of employees’ competencies is more transparent planning of employees’ careers.
Result of core competencies model is:
- comparison of desired and current state of competencies, or knowledge and skills, within a team
- more dynamic employment process
- work performance evaluation process evaluating what and how is being done
- identifying and developing talents.