If you want to build competency models and include competencies in your HR applications, you will need to choose a method to use in building the models. Whatever method you choose, it will be much easier and faster if you can draw on a list of specific competencies to include in each model. These lists are also known as competency dictionaries.
Last year, this post ”Build or Buy a Competency Dictionary? compared competency dictionaries and detailed options for acquiring a competency dictionary that can be used for developing a competency “framework”, competency models, and applications for talent management. Three options, including advantages and disadvantages for each, were described.
1) Develop your own competency dictionary
2) Purchase a competency dictionary
3) Purchase the Workitect competency dictionary.
In this post, a comparison between Workitect’s customizable dictionary/library and those available from other consulting firms is captured in the chart above.
HIGHLIGHTS
M– Most DictionariesW– Workitect Dictionary
Flexibilty Wins!
M- Low – difficult & expensive to modify/customize.
W- High degree – easy to edit & tailor. Integrate into any HR application or HRIS.
W- High degree – easy to edit & tailor. Integrate into any HR application or HRIS.
Build Generic or Custom Competency Models?
M- Generic competency models. Developed through external research& surveys.
W- Custom competency models*. Describing superior performance in your organization.
W- Custom competency models*. Describing superior performance in your organization.
Employee Acceptance – Are the Competencies Simple & Practical?
M- Low – difficult to understand & use; “not relevant to my job”.
W- High buy-in. “These competencies describe my world and will help my career growth”.
W- High buy-in. “These competencies describe my world and will help my career growth”.
Executives’ View – Is the Focus on Business Outcomes?
M- Seen as HR program, not impacting our business performance.
W- “Accurately describes competencies that drive performance in our business and unique culture”.
W- “Accurately describes competencies that drive performance in our business and unique culture”.
Cost
M- High – Avg. $60,000 plus annual renewal fee
W- Low – Avg. $5,000, 1-time fee, no renewal fees
W- Low – Avg. $5,000, 1-time fee, no renewal fees
*Based on the job competence assessment methodology developed in the 1970s by Dr. David McClelland and consultants at McBer & Company.
Organizations Using the Workitect Competency Dictionary
These organizations are a few of the users of the Workitect Dictionary, Competency Interview Guides, or Competency Development Guide. These materials are also available as an integrated “bundle” with a focus on improving an organization’s ability to attract, develop, and retain talent.
More from Workitect
- Instructional programs on how use the dictionary to build models.
- Consulting to build competency models for you or with you.
- Consulting and instruction on how to create your own technical competencies dictionary
Integrated components available (for each competency in our Dictionary)
- Interview guides
- Development guides (print and online)
- 360 feedback instruments
GOOD UNTIL MAY 1, 2019
Dictionary license includes a set of:
- Competency Interview Guides
- Competency Development Guides
For additional information, including costs, please contact us at 800-870-9490 or edward.cripe@workitect.com
Workitect is the leading developer of job competency models and competency-based human resource applications, tools, and programs.
