TECHNOCompétences COMITÉ SECTORIEL DE MAIN-D’ŒUVRE EN TECHNOLOGIES DE L’INFORMATION ET DES COMMUNICATIONS

The competency-based approach – Why use it?

Different schools...

There are many different schools, methods and vocabularies that employ a competency-based approach, and as such, there is a great deal of confusion surrounding the issue. We observe a similar diversity in the presentation of competency profiles, which requires a significant amount of thought with regard to selecting an approach, as well as coherence in the application of concepts.

What is a competency?

Generally speaking, a competency refers to an integrated assortment of knowledge (information), know-how (skills), and self-management skills (attitudes) that are manifested in the form of behaviour. This behaviour enables an individual to execute a task in accordance with the requirements of a work situation.

A human resources management tool

The competency-based approach may be useful for:

• defining work positions
• recruiting (hiring criteria)
• evaluating training and development requirements (most common application)
• evaluating personnel
• remuneration
• succession planning
• communicating and reinforcing an organizational culture
• developing a future vision for the organization (by determining key competencies for the future).

Industry applications of the competency profile:

• foster the adoption of a common vocabulary for the different stakeholders: companies, government departments and educational institutions
• help to establish new occupational frameworks
• help to define competency requirements and corresponding labour development activities on the job or during integration onto the job market
• help to orientate policies relating to labour development as well as ensuing programs, services and measures
• foster the development of labour forecasting tools
• help to provide educational establishments with the elements necessary for adapting training programs or for fine-tuning new programs