A competency dictionary is a tool that defines and describes the key competencies required for superior performance in a specific job or profession. It provides a common language and framework for identifying, assessing, and developing the competencies of individuals and teams in an organization.
One of the most influential and comprehensive competency dictionaries was developed by Lyle and Signe Spencer, who conducted extensive research on the characteristics of successful performers across various domains and levels. Their book, Competence at Work: Models for Superior Performance, published in 1993, presents a generic competency model that consists of five clusters and 21 competencies, as well as specific competency models for different occupations and functions[^2^].
A competency dictionary can be used for various purposes, such as:
Designing and implementing competency-based human resource management (HRM) practices, such as recruitment, selection, training, performance appraisal, career development, and succession planning.
Aligning individual and team goals with organizational vision, mission, values, and strategy.
Enhancing employee engagement, motivation, satisfaction, and retention.
Improving organizational effectiveness, productivity, quality, innovation, and competitiveness.
To use a competency dictionary effectively, it is important to follow some guidelines and techniques, such as:
Adapting the generic competency model to the specific context and needs of the organization.
Conducting a job analysis to identify the critical tasks and competencies for each job or role.
Developing behavioral indicators or examples for each competency level.
Using multiple methods and sources to assess competencies objectively and reliably.
Providing feedback and coaching to employees based on their competency strengths and gaps.
Creating learning opportunities and action plans to enhance competencies.
Evaluating the impact of competency-based HRM practices on individual and organizational outcomes.
A competency dictionary is a valuable resource for both employees and managers who want to achieve excellence in their work. By using a competency dictionary, they can understand the expectations and requirements of their jobs, identify their areas of improvement, and plan their career development. A competency dictionary can also help organizations to attract, develop, and retain talented people who can contribute to their success.
How to Create a Competency Dictionary
Creating a competency dictionary is a systematic process that involves several steps and stakeholders. The following are some of the key steps to create a competency dictionary:
Define the scope and purpose of the competency dictionary. Determine the type and level of competencies to be included, such as behavioral, technical, functional, or leadership competencies. Identify the target audience and users of the competency dictionary, such as employees, managers, HR professionals, or external partners.
Conduct a literature review and benchmarking analysis. Review existing competency models and frameworks from relevant sources, such as academic journals, professional associations, industry standards, or best practices. Compare and contrast different approaches and definitions of competencies.
Collect and analyze data from multiple sources. Use various methods and tools to gather information about the competencies required for different jobs or roles in the organization, such as interviews, focus groups, surveys, observation, or job analysis. Analyze the data to identify common themes, patterns, gaps, or discrepancies.
Develop and validate the competency dictionary. Draft the competency definitions and descriptions based on the data analysis. Include the name, definition, cluster, level, and behavioral indicators for each competency. Validate the competency dictionary by soliciting feedback from subject matter experts, stakeholders, and potential users. Revise and refine the competency dictionary as needed.
Implement and maintain the competency dictionary. Communicate and disseminate the competency dictionary to the intended users and stakeholders. Provide training and guidance on how to use the competency dictionary for various HRM purposes. Monitor and evaluate the effectiveness and impact of the competency dictionary on individual and organizational performance. Update and revise the competency dictionary periodically to reflect changes in the organization or the environment.
Creating a competency dictionary is a challenging but rewarding task that can enhance the quality and consistency of HRM practices in an organization. By following these steps, you can create a competency dictionary that meets your needs and expectations. 061ffe29dd