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Competency models are used to ensure the company hires the right people for the right job. A CEO of a Dubai-based company said his company tracks the success of the competency-based selection process by looking at the potential employees in each department. ''If we have recruited 25 professionals, we track them on the basis of how well they are performing. We look at succession planning to see how many of the people we have hired fall into the high potential box.'' According to him, the tracking process has succeeded in helping the management locate the top talent available within the company.
When companies adopt a competency-based talent management system, they ensure a progressive outlook to employee recruitment, development and retention. It is true that employers rely on the incumbent's past contributions, CV and applicable assessment tests. People may be hired based on their excellent performance in their current profession, but there is no guarantee that they will be the right fit for future roles. The future is challenging and you need innovators.
To maintain productivity, it is essential that hired employees have a specific know-how and the required attributes to be effective in the long run. By identifying relevant skills gaps, competency models help ensure that the training budget will be spent correctly.
In the selection process, the recruiter usually starts with the role profile and list of qualities required to attract prospective employees. In real life, it is impossible to hire a candidate who meets all the desired specifications. HR has to recruit somebody who has some qualities. In this case, the employee seeks to gain training to meet the role expectations.
When we use customized competency models, we draw up a list of desirable attributes for potential employees. These behavior dimensions are well defined and the management is crystal clear that line managers hire competent achievers who can turn the company around and contribute to organizational growth.
• Competency models used to hire the right fit for a specific job
• To maintain productivity, employees must have job know-how
• By identifying skills gaps, training budget will be spent correctly
Read on why hiring smart people is not that easy
Source: Dr. Pon Mohaideen Pitchai, Special to Jobs and Careers
The writer is a Dubai-based HR and Management Consultant