Over the years, the Competency Model has become somewhat outdated. It only allows the employee to master the skills and knowledge required to perform a particular job. On the other hand, the Capability Building Models helps to get the integrated knowledge and skills needed to adapt to the dynamic changes in the work environment.
Shifting from the Competency Model to the Capability Building Model allows the professionals to put in their skills and knowledge to innovate, create and impact the industry and make the required changes.
Until the late 90s or the beginning of the 21st century, the corporate industry saw most employees working in specific fields, making the Competency-building frameworks worthwhile.
Importance of Competency Model
The Importance of the Competency Model helped the employees take ownership of the behaviors and skills they required to uplift their performance level. But in recent years, the US industrial economy suggests that most of the employees are constantly looking out for better prospects and choosing from the wide range of options available to choose from according to their comfort and requirements.
Due to this, most of these people switch their jobs every two years, making it essential to master integrated skills.
The Difference Between Capability and Competency allows you to master the skills required to carry out a particular type of job. In contrast, the capability enables you to fit into different genres of career options available.
The Capability Development Training allows the professionals to become critical business partners and get better communications skills to appropriately pass on a message to their audience.
A Capability Development also helps individuals to make intelligent decisions that help with their professional success. Building a good relationship with colleagues and superiors requires interpreting their verbal and non-verbal behaviors correctly.
Both Competency Building and Capability Building helps with greeting good leadership and collaborative skills. A leader requires to have vision and influence that help with collaboration. For true collaboration, it is essential to create a respectful and encouraging environment that will encourage the teams and their employees to work effectively.
Capability Building Strategy
Irrespective of the different Capability Building Processes and strategies that look good on the paper, it is essential to create strategies that will help work alongside the long-term and short-term commitments.
- Business Connect For Capability Development
The most crucial portion of the business plan is that it should fulfill specific criteria that include how the Capability Development Training will help to improve the sales and reduce the costs. And how will it optimize the prices and to what extent? If you do not possess answers to these questions or have any downfalls, it’s time to change the plan.
- Does The Capability Building Model Help To Address The Gain Vs. Buy Argument?
For optimizing the gain, it is necessary to carry out an extensive Brainstorming session to finalize the mix between the trained resource hiring from outside and teaching the in-house resources. It also helps to maintain the pyramid structure of the organization.
- Asking Yourself Whether You Have Chosen The Most Effective Media For The Capability Building Model
Even though several people still believe that training is associated with classrooms and trainers, the concept is entirely obsolete. E-learning helps with a more practical and cost-effective way of delivering the required results.
- Prioritizing According To The Requirements
It is a challenging but crucial step to perform. In the beginning, the team should understand the requirements and prioritize based on the needs. Then the Project Manager needs to make a detailed plan and get it approved by the management and the client. Based on the final goal, the resource plan gets finalized, and accordingly, the budget is prepared and approved.
- Being Convincing And Clear About The Benefits You Offer
Your Capability Building Strategy should convince the stakeholders and highlight the various business benefits clearly and prominently. It is a necessity to make sure that your strategy at least allows them to commit orally. And it supports the claim against the various conflicting priorities. Keep your logic ready as you may be asked for an explanation more than once. You will need to repeat discussions and arguments before you can achieve the buy-ins.
- Costing The Proposal Properly
Several Capability Development training proposals tend to collapse due to inadequate fundings. In most cases, this happens as the HRs tend to rely on unreliable evidence and data or incorrect assumptions. This leads to the business’s downfall as it doesn’t get the skills required and ends up wasting the resources elsewhere. So it is essential to develop a robust costing model, especially for the credibility of training.
Steps To Develop A Capability Building Model Framework
The capability development framework defines the various skills, knowledge, and behaviors that the employees in the organization need to succeed in the field. It helps by creating a common area that helps with the required interaction between the different team members. It helps to get explicit knowledge on how to carry out work in the organization.
- Always Be Prepared
The primary criteria are to ensure that the managers understand the requirement for the capability framework. It requires putting together gap analysis, mapping, planning, business case, and Cost-benefit analysis.
Preparing helps to point out the various benefits of the Capability-Building Process. Developing the communication plan helps gain the necessary support. It allows the stakeholders to get a clear picture of their advantages and access the required information. Even though adopting a capability framework takes time, money, and resources, it is worth it.
- Offering The Staff With The Required Information And Support
The employees must be aware of the organizational changes to ensure an engaging staff. So it is essential to put forward development, communication, and learning plans at the beginning of the implementation process.
- Integrating The Capability Framework Into The Workforce Practices
It’s essential to incorporate the Capability Building Model framework with the various workforce practices that include:
- performance management
- workforce planning
Various Examples For Competency Model
The Competency Development model is different for different organizations and professions. The main difference between capability and competency is that competency doesn’t have any standardized structure. Most of the organizations have their template formats for the Competency-Development models.
The Importance of The Competency Model helps HR understand the various skills and shortcomings of the multiple employees that help to identify their learning and development needs accurately. The best practice to formulate the Competency Model is by breaking down the information that needs to be included in the particular competency.
- Title: Stating the Name of the competency
- Definition: Providing an Overall definition of the competency
- Sub-competencies: The General baseline skills and developments required by the employees.
- Behaviors: The behavior that shows the highest levels of skills.
- Proficiency Standards: The various Skill standards that help reflect job-specific requirements and reflect the four main stages of career development that include early, mid-level, senior, and executive.
The Competency Example
- Title: Developing relationship with the customer
- Definition: Creating a long-lasting relationship with the customers according to the sales process by proper interaction.
- Sub-competencies: The ability of the employees to effectively communicate with the existing and potential customers.
- Behaviors: Using the required communication skills and Emotional intelligence
- Proficiency Standards: Identifying the customer concerns and offering solutions that can help address the problem.
The Capability Development Plan
A functional Capability Building Model offers a successful Capability Development program that provides conviction, commitment, and confidence to create a sustainable initiative. The constant change in technology and innovation has led to challenging talent acquisition teams. This makes it essential for the organizations to focus on the Capability-Building Process that helps to optimize the available talent. A well-planned capability building model helps the organization by:
- Creating an Environment That Promotes Continuous Learning
- Enabling the required agility along with the market-ready skills
- Reducing the time and resources spent on recruiting
- Ensuring an engaged and friendly workspace.
After setting the base objectives, it is essential to find out ways that can help to make them a success. The three tested measures for a sustainable capability training program includes:
Ensuring The Involvement Of The Employees
For the program to be a success, it is essential to create opportunities for the participation of the employees. Fostering a sense of co-ownership within the organization leads to higher engagement levels and helps to target more audiences.
Fuelling Up the Organizations’ Career Growth Development
Collaborating the capability development program with the career progression framework helps to acquire the next level of proficiencies. Enabling an IDP helps overcome the various skill gaps through assessment, whereas facilitating the mandatory proficiencies helps upskill the employees.
Allowing Human Intervention
It is highly essential to coach the employees, especially when they are in a techno-functional role. The interaction between the coach and his students helps to better understand and focus on the areas that require uplifting; this also helps achieve the IDP goals.
Conclusively shifting to the culpability building model helps prepare the organization and its employees for the various challenges while moving ahead.