JPA Competency Model

Copyright 2011-2013, Juan Paolo Arao All Rights Reserved

The JPA Competency Model gives a visual representation of how competency modeling is made as well as its composition. The model provides a concrete and simple understanding about competency modeling and its usage. Competency Modeling includes developing a Competency dictionary. Competency dictionary is the primary tool in building job competencies for different types of position. Job competencies will guide individuals on what behaviors to manifest. These behaviors when performed will produce outstanding results. The JPA Competency Model suggests that competency modeling should be built taking into consideration organizations values, mission and vision. The contents of a competency model must be aligned with these factors as well as organizations long term strategy. The model highly recommends that an effective competency model must both contain behavioral and functional competencies. Functional competencies are job-specific competencies i.e. finance competencies, HR competencies, sales competencies, engineering competencies, etc. Traditional competency models only dwell on behavioral aspects and not focusing more on functional competencies. Validity and reliability of a competency model increases if functional competencies are included. The importance of functional competencies must not be taken for granted. Functional competencies have immense distinguishing power. It will separate jobs from one another instantly. Behavioral and functional competencies are sub-divided into 3 components namely: Core competencies, technical competencies and leadership competencies. Core competencies are the baseline competencies for all individuals regardless of function or level. All individuals within the organization must be imbued with these competencies. Next component is technical competencies; these competencies are job-specific and essential to perform specific job. Last component are leadership competencies; these competencies are for positions that leads or provide guidance to others. It is mandatory that all individuals must have their own set of leadership competencies. This promotes leadership from within. Job competencies, if done properly, can be integrated across HR functions such as recruitment and selection, training & development, talent management, performance management and compensation & benefits. Should you have any further clarifications on how to build competency models and competency dictionary, you can email the author at miyagi_shoku@yahoo.com.