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What is behavioural competency?
Behavioural competency refers to an individual’s ability to demonstrate specific behaviors consistently in the workplace. These behaviors might include communication skills, problem-solving, teamwork, leadership, or time management. Unlike technical skills, which focus on what someone knows or can do, behavioural competencies are more about how someone acts in certain situations.
Companies use behavioural competencies in several ways, including recruitment, performance management processes, and evaluating employee performance. They help organizations identify whether someone’s competency in the workplace matches the needs of a specific role.
Why behavioural competency matters?
In today’s work environment, it’s not just about having the right skill set; it’s about how you apply those skills. A high-performing employee not only has technical skills but also excels in behaviors like active listening and solving problems. For example, an employee who communicates well and works effectively with their team members will often succeed in roles that require collaboration.
When used during performance evaluations, managers and employees can discuss behavioural strengths and weaknesses. This helps to provide constructive feedback, paving the way for personal growth and improvement. Employees can learn where to improve and how to align their behavior with the expectations outlined in their job description.
What are the benefits of using behavioural competency?
Here are the key benefits:
1. Improved recruitment and selection: Behavioural competencies help companies hire the right people. By defining specific behaviors and skills in the workplace needed for a job, organizations can better assess candidates. This ensures they recruit individuals whose skill set aligns with the job description and the company’s goals.
2. Enhanced development and training: Using behavioural competency allows companies to create targeted training programs. By identifying an employee’s strengths and weaknesses, organizations can offer career paths and training tailored to improve specific areas like time management or problem-solving skills. This helps employees continuously learn and grow.
3. Better performance management: Behavioural competency provides a clear framework for setting performance goals and conducting performance evaluations. Managers can give constructive feedback based on the defined behaviors that are important for the specific role. This makes evaluating employee performance more structured and measurable.
4. Alignment with organizational goals: Behavioural competency ensures that employee behaviors align with the company’s larger objectives. When the skills in the workplace match the organization’s goals, it creates a more cohesive and high-performing environment. This alignment leads to better teamwork and overall productivity.
5. Enhanced team and organizational effectiveness: Defining the right behaviors encourages collaboration and effective communication among team members. A culture built around these competencies fosters better problem-solving, active listening, and teamwork, ultimately improving job performance and organizational success.
Why do businesses require behavioural competency?
Behavioural competency is crucial for businesses because it helps improve employee performance, align behaviors with organizational goals, and promote teamwork. Here’s why it matters:
1. Identifying and recruiting the right employees: Behavioural competencies are essential in evaluating candidates during the hiring process. By focusing on specific behaviors and the required skill set for a role, businesses can identify individuals likely to succeed. This goes beyond technical skills and ensures the right fit for the job description.
2. Improving employee performance: Through performance management processes, organizations can use behavioural competencies to give constructive feedback. Identifying employees’ strengths and weaknesses allows managers to provide tailored training and development. This helps individuals continuously improve their job performance and career growth.
3. Aligning behavior with organizational goals: When behavioural competencies are defined for a specific role, it ensures that team members work towards shared objectives. This alignment fosters a high-performing environment where problem-solving skills, time management, and other behaviors contribute to the organization’s overall success.
4. Promoting teamwork and collaboration: Behavioural competency also supports teamwork by creating a culture where collaboration and active listening are valued. Organizations can use this to measure how well employees communicate, solve problems, and work together effectively, improving overall performance.
5. Staying competitive in the market: To stay ahead, companies need employees who excel in both technical skills and behavioural competencies. By continuously evaluating and developing competencies in the workplace, businesses ensure that employees are adaptable and effective, helping the company remain competitive.
In summary, behavioural competencies help organizations hire, develop, and retain the right talent. They create a structure for performance evaluations, enhance teamwork, and ensure alignment with the company’s goals. This drives success in today’s competitive market.
What are the different types of competencies?
Competencies are generally divided into two main types:
- Behavioural competencies: These relate to how employees behave in the workplace. Behavioural competencies focus on traits like communication, leadership, problem-solving skills, and teamwork. These are the skills that define how an individual interacts with others and manages their tasks in a given role.
- Technical competencies: These competencies refer to the specific knowledge and technical skills required for a particular job. They include job-specific expertise, such as coding for a software engineer or financial analysis for an accountant. While technical competencies are crucial, behavioural competencies ensure that these technical skills are applied effectively within the organization.
How to assess behavioural competencies?
Assessing behavioural competencies requires careful observation and evaluation of how an employee behaves in different situations. Here are some ways to do that:
- Performance evaluations: Managers can use regular performance reviews to assess competencies. This can include feedback on behaviors like problem solving, communication, and teamwork in daily tasks.
- Behavioural interviews: During recruitment, organizations can use behavioural interviews to ask candidates about specific past experiences. Questions are designed to reveal how a candidate has applied behavioural competencies such as leadership or time management in real-life situations.
- 360-Degree feedback: This method involves getting feedback from all levels—peers, supervisors, and subordinates. This gives a well-rounded view of the employee’s behavioural competencies in the workplace.
- Psychometric tests: Psychometric test measures traits like communication, emotional intelligence, and adaptability. They help in identifying strengths and weaknesses in a candidate’s or employee’s behavior.
Assessment is crucial for ensuring that employees not only have the right technical skills, but also the right behaviors to succeed in their roles and contribute to the organization’s overall success.
