Competence At Work Book

[Desiderato Chouinard]

Organizationsdefine competency as measurable on-the-job behaviors that an organization desires to see in its workforce or employees. They are critical behavioral traits and skills of its employees that allow an organization to achieve its business goals.

Companies list relevant competencies while defining job requirement and recruiting, and for the retention and development of its staff. Depending on the job description, type, department, industry, and seniority required, an organization may be looking for a varied set of competencies.

Job description can be defined as a broad, general and written statement that defines the nature, scope and responsibilities of a job role or title. The job description or JD is based on the findings of a job analysis. It lists the tasks, roles, and responsibilities that a selected candidate will perform on that job.

Job competency on the other hand is a part of job descriptions nowadays. Based on the role and job title, hiring managers list a number of key characteristics, skills, and behavioral aspects that they are seeking in a candidate. These combined are known as job competencies. In short, we can define job competency is an essential element that includes the knowledge, skill, or attitude required to succeed in a job role. Let us learn the difference with an example.

In the above job posted for a Content Writer, they have mentioned Job Title, Job Location, Job Responsibilities, and some Key Skills. The overall written statement for the job advertised can be known as Job Description. But the key skills mentioned are part of Job Competencies that the company is looking for in the candidate to perform the job successfully.

Each individual has his or her own set of different skills, traits, behaviors and attributes that make them suitable for a job role. Competencies enable the staff of an organization to understand the expected behavior and level of performance in order to achieve organizational goals. They provide individuals with an indication of the behaviors that will be appreciated, recognized and rewarded within the organization.

As the name suggests, behavioral competencies are related to the expected soft skills and behavioral traits of an employee. Such competencies are required irrespective of the job role, type or position of an employee in an organization. These are basic human skills that help a person survive in the competitive and collaborative organizational environment.

Unlike behavioral core competencies, functional competencies are specific to an industry, department or a job type. Due to ever-changing market demands, businesses face various challenges to survive and grow. Each business requires some specific competencies that will pave way for its success.

Functional or technical competencies are integral to the success of any business as they focus on subject-knowledge, technical know-how, and other relevant factors needed for the smooth functioning of a business. Its employees are expected to have a relevant set of skills that relate to their job type, job description, and position in the organizational hierarchy.

Leadership in itself is a vast subject and a necessary skill especially for team handling and senior positions in an organization. There is a long list of competencies that a leader should possess to be efficient at his or her job. Many behavioral or personality traits can be required for a leadership role in an organization.

Business is all about coming together to achieve organizational goals in order to succeed and grow. Therefore, every employee should have the ability to work in a team and contribute towards individual and business goals.

As an employee, you are assigned certain tasks that are part of a larger picture. When the work of the whole team or organization is combined, it comes together to showcase the bigger picture. Your ability to work in a team portrays your willingness to work with others towards a shared goal and share the credit with all contributors.

Leaders or managers are expected to take responsibility for their own actions and that of their team. However, each employee should be responsible and hold accountability for their own actions and the tasks assigned.

Each job requires a certain level of responsibility for any task. Candidates that have this competency take ownership of their own work and are a preferred choice for most jobs. Senior-level or team managing positions list responsibility as a necessary competency in the job description.

Considered a functional and leadership competency, commercial awareness is an important quality in an employee. Employees who understand the business, the market and the industry as a whole, will have a fair idea what needs to be done to succeed. This is most crucial for managers and senior management personnel.

However, each employee in the organization is required to understand how the business works. This helps employees have a better idea of their role in the business. Employees are the people who take your business, product or services to the consumers. Only by having an understanding of the business, product or service, can the company build a brand.

Decision making is the process of gathering information, examining your possibilities, comparing them, and choosing a course of action. Making decisions is a complex process and the outcome(s) can impact the entire organization.

In this competitive business world, employees that have the competency to make quick and informed decisions are valued. Recruiters often ask situational questions to analyze the decision-making ability of employees especially for mid and senior-level positions.

The ability to communicate with your teammates, managers, and customers is an essential requirement for any job in an organization. Employers list communication on most job postings as a required skill. What employers are looking for in a candidate is the ability to convey information in a professional, precise and easy-to-understand manner for others.

Communication in an organization can involve conversing with your colleagues, managers, clients, and other humans in your sphere. It also helps you negotiate contracts successfully and close deals in faster turnaround time. An employee who has effective communication skills is an asset to any organization.

Employees who wish to progress into managerial roles are required to have leadership competency. The leadership ability of an employee is judged based on their interaction with other employees, their subordinates, how they build relationships with others, and how they handle conflict.

Employees who are able to demonstrate their trustworthiness show good moral judgment. By being honest and open, you can showcase your ethics, morals, integrity and build trust with subordinates, managers and even customers.

People who are result-oriented have a clear sense of goal and they strive to achieve them. Organizations need employees that will work and pursue a project to fruition and inspire others to do the same.

Candidates can demonstrate their capability to achieve results by relaying examples from their previous experiences. Describing your goals, proactive measures and the results achieved show recruiters that you can deliver results.

Working in an organization requires collaboration with various teams, departments, products, customers, etc. on a daily basis. As an employee, there will be different occasions where you will have to make a quick decision to resolve an issue or a problem. Your ability to solve the issue with calm composure, critical thinking and maximum information will be your problem-solving competency.

Organizations are looking for candidates that can make timely decisions but more importantly can solve a problem with their presence of mind. For some job roles like a business analyst, problem-solving will be a key competency that is mentioned in the job description.

Organization skills do not just refer to keeping your desk clutter-free. An employee who has the organizational skill can prioritize workload, manage time, optimally utilize resources and achieve greater results.

Employers are looking for employees who can effectively manage their time, workload, responsibilities and can concentrate on the end result. Organizational competency is generally divided and mentioned as time-management, resource optimization, result-achiever, etc. in job descriptions.

The above-mentioned competencies play a crucial role in developing the personality, behavior, and skills of an employee. Each competency that a candidate or employee possesses results in the overall development of the employee. Companies undertake training and development sessions, organize upskill workshops, and guest lectures for employee development.

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We all want to be liked and respected. We also want to be real and authentic. As imperfect human beings who may not always know what we're doing, how do we get the best of both worlds? I think it comes down to balancing vulnerability and competence.

Vulnerability: Dr. Brene Brown said vulnerability consists of uncertainty, risk, and emotional exposure. Though it often feels scary and uncomfortable, it is the gateway to meaningful human connection. When we allow ourselves to be vulnerable, others relax their own facade of perfection and infallibility - nobody is perfect anyway. Being vulnerable allows others to be vulnerable too and increases opportunities to relate to each other. When we can relate to others, we tend to like them more, and vice versa. Liking the people around us increases safety to collaborate and innovate. Vulnerability can start with you and create a domino effect that leads to greater productivity and joy for all. It takes humility, honesty, and courage.

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