[2] Many Human Resource professionals are employing a competitive competency model to strengthen nearly every facet of talent management—from recruiting and performance management, to training and development, to succession planning and more.
One of the most common pitfalls that organizations stumble upon is that when creating a competency model they focus too much on job descriptions instead of the behaviors of an employee.
Because skills are changing so rapidly, by the time the traditional method is completed, the competency model may already be out of date.
In this model, first, the characteristics of a competent manager based on studies conducted on various standards and models of the world, and after studies on competency in the scientific and traditional attitudes, are divided into several categories and, finally, after identification of the criteria and measurable criteria and sub-criteria, with the help of the network analysis process, each of the criteria and sub-criteria is weighed in two different companies, and finally ranked among the identified factors and based on the weighted average of each of the sub-criteria, for selection of a competent manager among several volunteer managers, modeling is performed.
[3] On October 16, 2012, a major human resources organization which was called SABPP created a National Competency Model for South Africa.
According to his early studies, creation of SABPP's competency model is important because it describes the requirements for any professional in a variety of occupational contexts.
The reason for this is because competencies extend beyond measuring baseline characteristics and or skills used to define and assess job performance.
In addition to recruitment and selection, a well sound Competency Model will help with performance management, succession planning and career development.
Building a competency model requires careful study of the job, group, and organization of industry.
Defining and compiling competencies is a long process that may sometimes require more effort and time than most organizations are willing to allocate.