competencies – behaviours and technical skills
Competencies describe the behaviours and technical skills which enable individuals to do their job effectively and contribute to the organisation’s long-term goals.
Using competency models, we can help identify and rank required behaviours and skills on a role by role basis. Personality tests, such as 16pf, enable us to produce competency profiles to determine the best person/job fit for recruitment and selection.
We use the OPP Competency Model which maps to the 16pf personality test. Although the model comprises twenty competencies, it is inappropriate to select more than 8-12 for a particular role.
- Analytical Problem-Solving
- Strategic Vision
- Commercial Awareness
- Clear Written Communications
- Technological Orientation
- Drive for Excellent Results
- Customer Focus
- Continuous Learning
- Coping with Pressure
- Planning and Organising
- Cooperative Teamwork
- Clear Oral Communications
- Management of Others
- Integrity and Respect for Others
When competency frameworks are used in conjuction with personality tests for recruitment and selection, the results can be extremely powerful. Better retention, better performance and reduced costs are just some of the benefits.
Using diagnostics, such as 16PF or OPQ32, we can measure and map individuals’ competencies. An additional outcome of this process is the identification of hidden talent and those with the ability to sustain a larger role.
By mapping an individual’s fit against the competencies required for a role, development needs can be identified objectively and constructively. A competency profile can be derived from personality tests such as the 16pf.
The competency framework provides a basis for aligning behaviours during change management programmes. This is achieved by establishing the link between an organisation’s values and individual behaviours.