upskilling through competency modelling

How can upskilling be done through competency modeling?

Companies today are working hard to ensure that they can meet their productivity goals. Therefore, they are training the workers based on competency models. Those are the models that help a company determine the competencies needed for a person to be successful in his/her job. These models help a company in setting parameters for upskilling.

The concept of the competency model emerged from the job analytic process, which breaks a job into tasks depending upon the job description. When the tasks underlying a job have been defined, they are mapped onto the knowledge required to perform them.

How to build a competency model?

It’s not always easy to come up with a competency model. It can be a tough task even for skilled managers. The first step is to do a job analysis for upskilling. It helps in detecting the tasks. The first people to answer this question are the stakeholders. These stakeholders are those who perform this function regularly and know the tasks required. They can consist of HR managers and ultimately the employees at the executive level.

How to create a proficiency model?

The competency model decides how much training is required for upskilling.

Then, you can get feedback from all the managers on whether the competency model is correct. Subject-matter experts can also validate the model by checking it. The company can then segregate the required competencies into different sections, like technical and leadership competencies. When you have the proficiency levels designed, you can get the training levels. There should be proficiency levels defined for each competency to decide how much training is required by employees.

Update the competency model when required:

Once the company’s L&D team has got the necessary validation for the competency model, they can begin the training processes. This competency model needs to be changed quite often so that it stays pertinent. If it’s not relevant anymore, ask the managers where it can be improved.

Regularly review and update the competency model to ensure its relevance and effectiveness in meeting the evolving needs of the organization and its workforce. Solicit feedback from users and stakeholders to identify areas for improvement. There is also one more way to detect competencies required for a role. It’s through observing the way people do their job. This can help you detect what tasks are required to perform a role. Although interviews can be used to detect the competencies required for a job, they cannot be used for all job roles because that would require a massive effort.

An AI tool can also be used for finding the competencies needed for a job. When such a loss has been generated, it can checked by the managers and the SMEs to see whether it’s perfect.

Challenges in creating a competency model

  • The requirement of different jobs:

The competency model is not required by a company for every job, rather it is required for every strategic job. The company should do competency modeling for jobs that are highly critical for it. Such jobs would require upskilling for the needed skills so that the company continues to run in the same manner in the future.

  • Future possibilities for a competency model:

The competency model should also take the future requirements of a job for upskilling. It’s because a job does not require some skills now, but it might require some skills in the future, like AI. A stakeholder needs to check which skills will be needed in a job 5 years from now.

To do an analysis of skills required for the jobs in the future, it’s better to understand the environment. Then envision what sort of changes can happen in the future in terms of technologies and trends. There can also be disruptions like the pandemic and shifts in the economic conditions of people caused by urbanization, leading to better demand for a company’s products. These kinds of possibilities can also be envisaged by a company when it takes interviews of experts in the industry. They have much more knowledge about what can affect an industry in the future, like how artificial intelligence can take over all the work. So, this can affect the tasks required to be done for a job, changing its competencies.

Apart from competency modeling, there are some general competencies that will be required in the future in all kinds of jobs. These competencies are digital literacy and cybersecurity. All employees need to have such competencies and should be taught tasks related to them because they will be needed in the future.

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