When planning the development of a competency model or models, there are practical considerations that affect the design of the project, the format and content of the competency model, and the success of the project’s implementation. There are key questions to answer before building competency models, including “what HR application should be included in the initial model-building project?”.
Some organizations build a competency model but never get around to applying it. And a competency model alone provides little value to anyone. It is essential to have a particular HR application in mind when building a model and build the implementation of that application into the initial project plan.
There are three important reasons for doing this.
- The nature of the intended application can shape the data collection and analysis.
- The planned application can shape the format of the model, especially its behavioral descriptors. Having a clear idea of the model’s intended application shapes both the data collection plan and the format in which the model was presented.
- Ensuring that money and other resources will be available for the application. If the initial application is not part of the budget for the model-building project, there is a chance that financial support will no longer be available when the competency model has been completed. The organization receives little benefit from its investment, until the model is applied in a way that enhances productivity.