Compare Competency Dictionaries

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.

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.

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”.

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”.

Cost

M- High – Avg. $60,000 plus annual renewal fee
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.