What Is Competency Modeling?
A competency model defines the knowledge, skills, abilities, and behaviors (KSABs) required for successful performance in a specific role, job family, or across an entire organization. Competency models provide a common language for describing expectations and serve as the foundation for integrated talent management systems. For SHRM exam candidates, competency modeling is a key framework that connects selection, development, performance management, and succession planning.
Types of Competencies
Competency models typically include several categories of competencies:
- Core competencies that apply to all employees and reflect organizational values (such as customer focus, integrity, or collaboration)
- Leadership competencies that define expectations for managers and leaders at various levels
- Functional or technical competencies specific to particular roles or job families
- Behavioral competencies that describe observable actions associated with effective performance
Each competency in a model is typically defined with a clear description, behavioral indicators at different proficiency levels, and examples of what the competency looks like in practice.
Developing a Competency Model
Research Phase
Building an effective competency model requires rigorous research to identify the competencies that truly differentiate high performers. Common research methods include:
- Behavioral event interviews with top performers to identify what they do differently
- Focus groups with managers and subject matter experts
- Job analysis data and performance review records
- Industry benchmarking and review of existing competency frameworks
- Strategic analysis to identify future competency requirements
Model Design
Effective competency models share several characteristics. They are concise enough to be practical (typically five to twelve competencies per model), clearly defined with observable behavioral indicators, differentiated by proficiency level (such as foundational, proficient, advanced, and expert), aligned with organizational strategy and values, and validated through input from multiple stakeholders.
Validation and Refinement
Before implementation, competency models should be validated against actual performance data. This involves testing whether the identified competencies actually distinguish between high and average performers. Pilot testing with a representative group helps identify practical issues and refine definitions before organization-wide rollout.
Applications of Competency Models
Recruitment and Selection
Competency models inform the criteria used to evaluate candidates. Behavioral interview questions, assessment center exercises, and evaluation rubrics can all be designed around the competencies identified in the model. This ensures that selection processes target the attributes that actually predict success.
Performance Management
Competency-based performance management evaluates employees not just on what they achieve but how they achieve it. Performance evaluations that incorporate competency assessments provide richer feedback and help employees understand the behaviors expected at their level.
Learning and Development
Competency models identify development priorities by highlighting gaps between current and required proficiency levels. Training programs, coaching plans, and development assignments can be tailored to build specific competencies.
Succession Planning
Competency models provide a consistent framework for assessing leadership readiness. By evaluating succession candidates against the competencies required for target roles, organizations can identify development needs and build more targeted succession plans.
Maintaining Competency Models
Competency models are not static documents. Organizations must regularly review and update their models to reflect changes in strategy, technology, market conditions, and work design. An outdated competency model can misguide talent decisions and waste development resources. SHRM recommends reviewing competency models at least every two to three years or whenever significant organizational changes occur.
SHRM Exam Preparation
For the exam, understand the process of developing competency models, the different types of competencies, how competency models integrate across HR functions, and the importance of validation and ongoing maintenance. Be ready to apply competency concepts to practical talent management scenarios.