COMPETENCIES
People have and get competencies.
(Knowledge, Skills, and Attitudes)
BEHAVIOURS
We apply these in form of Behaviours.
(Actions, Thoughts, and Feelings)
OUTPUTS
Behaviour produces Outputs.
(Products and Services)
RESULTS
How this is done yields results.
(Criteria managing the three prior steps)
Which behaviours should be included?
A critical aspect of all frameworks is the degree of detail. If a framework is too broad (containing only general statements about individual competencies), it will fail to provide adequate guidance either for employees as to what is expected of them or to managers who have to assess their staff against these terms. If, on the other hand, it is too detailed, the entire process becomes excessively bureaucratic and time-consuming and may lose credibility.
  • Core Competencies
  • Technical Competencies
  • Managerial
Appreciating The Benefits Of Competency Modeling

Businesses of all sizes benefit when human resources management operates within a competency framework

Talent Attraction
For The Organisation
  • Provides an integrating framework for designing HR systems such as recruitment and selection, learning and development, performance management, talent management, succession planning and rewards management (a.k.a., competency-based HR system).
  • Helps in planning and budgeting HR development in a more rational and purposive way since critical competency gaps are systematically identified and addressed.
For The Manager
  • Provides the foundation for sharpening their ability to select and hire best fit candidates.
  • Provides more objective performance standards since competencies are anchored on specific, measurable behaviours.
    • Enables managers to clearly communicate performance expectations to staff.
    • Minimises subjectivity in assessing performance.
Talent Attraction
Talent Attraction
For The Organisation
  • Provides an integrating framework for designing HR systems such as recruitment and selection, learning and development, performance management, talent management, succession planning and rewards management (a.k.a., competency-based HR system).
  • Helps in planning and budgeting HR development in a more rational and purposive way since critical competency gaps are systematically identified and addressed.
How Jobtest Helps Your Organization

Get unparalleled transparency and insight into the competency and capability of your organization to help inform strategic planning and decision making.

Human Resources
Optimize talent, drive value to the business and align HR systems with cultural and business strategies.
Learning & Development
Understand where the gaps lie to develop a targeted Learning & Development plan.
Project Management
Use intelligent insights to optimize your workforce, projects, operations, and employee satisfaction.
Leadership
Perform training needs analysis and track the skill improvements in your organization over time.
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Client Testimonial
DAVID SMITH
Creative Head
“Jobtest is a powerful tool, easy to use and flexible to implement. Jobtest allows us to focus our efforts in the learning strategy instead of the work of tracking and controlling. Since we started using it we have been able to increase the skills of our teams and react quickly when its needed.
DAVID SMITH 2
Creative Head 2
“Jobtest is a powerful tool, easy to use and flexible to implement. Jobtest allows us to focus our efforts in the learning strategy instead of the work of tracking and controlling. Since we started using it we have been able to increase the skills of our teams and react quickly when its needed.