Competency Framework

The main organisational drive to develop competencies lies in the need to make links between business strategy and the contribution individuals make to achieving organisational goals. Organisations are looking to develop their existing managers and the managers of the future. This also involves ensuring their skills set is relevant to their industry sectors today and further developing their skills base for future industry requirements.

Definitions: An ability based on work tasks or job outputs tends to be referred to as a “competence”. An ability based on behaviour tends to be referred to as a “competency”. The new Management and Leadership Standards devised by the Management Standards Centre (MSC) in consultation with industry bodies, employers and individuals have been launched and are based around the key themes and competencies of management and leadership namely Managing Self and Personal Skills, Providing Direction, Facilitating Change, Working with People, Using Resources and Achieving Results.

How Do I Devise a Framework Using These Standards?

Management competence frameworks can be devised using these Standards and will include tasks, outputs and behaviours. The devised model should be built from the organisation’s business strategy and define important job outcomes and state the required behaviours to deliver optimal performance consistently. A Management Development Programme can also be aligned with the framework and can be used to evaluate, develop and measure individuals against the competency framework accordingly. The devised framework could also clearly link to accreditation for each level with an option for the Institute of Leadership and Management (ILM) suite of qualifications and/or Scottish Qualifications Authority (SQA) vocational qualifications. Also the framework can be used in an international setting thus satisfying management development across a multi-national arena.

How Do I Integrate These Standards and Link Accreditation / Qualifications?

The integration and standardisation of a management development programme would be greatly aided by a recognised standard of management competence through a defined framework of management competence with the ability to be accredited to a recognised National Standard. This brings specific benefits to individuals, teams and the overall organisation as the managers have a defined management competence requirement which satisfies both the individual as well as the organisation’s expectations. Ultimately motivated, developed and performance-measured managers should increase the profitability of the organisation through consistent, effective performance.

The management competence framework could also be used to inform the company’s performance management system whereby key management competencies could be integrated into the company performance review programme. It could be used as a training needs analysis tool for each manager at the outset of development and as a self-evaluation tool at the end. Also the use of 360 feedback and development reports could aid succession planning. Coaching and Mentoring programmes could also play a key role in the sustained development of managers.

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