Why use a competency job profile

Why use a competency job profile?

For organisations

For the organisation these generic Competency Job Profiles provide a quick start to deciding the specific knowledge, skills and attributes needed to perform all the organisation’s work efficiently and effectively. These Competency Job Profiles can be adapted to match your organisation’s specific needs by removing and adding Units of Competency.

The Competency Job Profiles contain key Units of Competency, which are common across a number of jobs, and specific Units of Competency for each job. This provides a common language and common way of understanding the work performed. It also helps an organisation focus on the importance of employees as a fundamental basis for successful delivery of quality service to people with a disability.

Rewriting your position descriptions using the Competency framework will assist managers and administrators to identify learning and training needs, streamline recruitment activities and undertake succession planning with confidence. Consistency of language and common tasks within the organisation’s jobs will enable increased efficiency and effectiveness across the organisation’s Human Resource activities.

Using Competency Job Profiles can reduce workloads. Once you have decided which specific competencies are needed to successfully undertake each Job, you can use this list to help you with a range of employee management tasks.

This includes:

  • Recruitment and selection processes,
  • Induction,
  • Career and succession planning,
  • Individual training and learning needs assessment,
  • Guiding and supporting work performance, and
  • Planning development, learning and training opportunities for the organisation.

Go to Organisational Benefits of a Competency Based Approach for a further discussion.

Further Information

Why use a competency job profile


Friday, August 6, 2010-->Wednesday, October 1, 2008