Competency Framework Development

Description:

A structured competency framework is the foundation for consistent performance management, fair promotions, and targeted employee development. This service defines the technical, behavioral, and leadership competencies required for each role or job family, aligning your workforce capabilities with organizational strategy.

Scope:

• Role and job family analysis
• Identification of core, leadership, and functional competencies
• Competency definition with proficiency levels (beginner → expert)
• Competency mapping against job grades and career paths
• Integration guidelines with recruitment, L&D, and performance management systems

What You Get:

• Competency dictionary covering technical, behavioral, and leadership areas (DOCX)
• Role-based competency matrix (XLSX)
• Proficiency level framework (1–5 scale)
• Integration roadmap for HR processes (DOCX)
• Executive presentation for leadership buy-in (PPTX)
• Delivery Time: 10–14 business days

Best For:

• Companies lacking clear standards for skills and behaviors across roles
• Organizations with inconsistent performance appraisals and unclear promotion criteria
• Businesses seeking to build structured learning & development programs
• HR teams integrating career paths, job architecture, and performance systems

Format Deliverables:

• 1 DOCX (Competency dictionary + integration guidelines)
• 1 XLSX (Competency matrix by role/job family)
• 1 PPTX (Executive presentation)

FAQ

1. What’s the difference between core, functional, and leadership competencies?

Core applies to all employees, functional to specific roles/departments, and leadership to managers and executives.

2. Can this framework be customized for SMEs?

Yes. We can create a lean version with fewer levels and simplified categories for smaller organizations.

3. Will you align the framework with our performance appraisal system?

Yes. We design it so competencies can be directly linked to evaluations, promotions, and training.

4. Does the framework include career pathing?

It supports career pathing by defining required competencies at each level, though a full career pathing service can be provided separately.

5. Can we use this for recruitment?

Yes. Competencies can form the basis for structured interviews, assessment tests, and role profiles.

6. Do you provide training for managers to use the framework?

Training sessions can be added as an additional service for HR and line managers.

Document Requirements:

To deliver an effective competency framework, we will require the following from the client:

• For role analysis: organizational structure and job descriptions; job grading or leveling framework (if available); and current performance appraisal criteria.
• For competency design: list of critical skills/behaviors needed in the organization; existing leadership models (if any); and industry-specific technical standards.
• For workforce alignment: L&D catalog or training programs in place; promotion and career development criteria; and HRIS or performance system integration needs.
• For deliverable customization: preferred proficiency scale (e.g., 3-level vs. 5-level); language requirements (English/Indonesian); and expected use cases (performance review, recruitment, or both).