The Importance of Competency Model Development

Aija Staškeviča

doi:10.18267/j.aop.622

Abstract

Personal competencies are significant predictors of employee outcome. Nowadays, due to the rapid development of technologies and increased automation level, competency requirements have changed. Therefore, experts develop and make regular updates in the general competencies and in the specific competency models for each industry. In 2018, the European Commission developed the Council Recommendation on Key Competencies for Lifelong Learning, which defines the core competencies necessary to improve performance, to sustain current standards of living and to adapt to market changes. Competency models are particularly significant in order to produce innovations where the educational level and knowledge and the skills and attitude of employees are essential.The purpose of the research is to define the basic concepts of actual competency models and to determine the advantages of their development. This research is a literature review for building a literature background for the next stage of the investigation, which will be empirical research. The outputs of this research are four hypotheses on the influence of the practical application of competency models, including the use of competency models in the development and implementation of training programmes as a positive impact on learners' results and attitude. Use of general competency models does not ensure the implementation of fully-fledged competency-based training programmes in a specific area.The literature review has identified that the major advantages of the development and use of competency models are improved performance and evaluation system optimisation. It is essential for each industry to identify its own competency requirements although there are still specific industries in which competency models have not yet been fully developed. It is concluded that most of the research evidence on competencies is, nevertheless, related to medium and large sized companies and industrial plants. Different approaches are required to analyse and develop competency models depending on the company size.

Highlights

According to the first principle of the European Pillar of Social Rights, “Everyone has the right to quality and inclusive education, training and life-long learning in order to maintain and acquire skills that enable them to participate fully in society and successfully manage transitions in the labour market”
Regardless of the fact that general competency models are important tools both for personnel selection and development of training programmes, they cannot be fully applied in each field
The following hypothesis is raised: H2: The use of general competency models does not ensure the full implementation of competency-based training programmes in the specific field

Summary

Introduction

According to the first principle of the European Pillar of Social Rights, “Everyone has the right to quality and inclusive education, training and life-long learning in order to maintain and acquire skills that enable them to participate fully in society and successfully manage transitions in the labour market”. It states that everyone has the right to timely and tailor-made assistance in order to improve employment or self-employment prospects This includes the right to receive support for job searches, training and re-qualification. The competency approach can support the implementation of these conditions in life This is why, in 2006, the European Parliament and the Council of the European Union adopted the Recommendation on Key Competencies for Lifelong Learning. Technological development has a significant impact on the required skills and knowledge It affects both the business environment and everyday life. In May 2018, the European Commission developed the Council Recommendation on Key Competencies for Lifelong Learning defining the core competencies that are necessary to improve performance, to sustain current standards of living, to adapt to market changes and to support high rates of employment (CEU, 2018). The development of competency models facilitates the solution to this issue

Objectives

Results

Conclusion