What are the advantages / disadvantages of using “canned approaches” in developing competency models?
Some consulting firms offer competency modeling tools where you select from an existing pool of items those which are applicable to a particular job. The main advantage is that it’s easy and fast. The main disadvantage is that the resulting competency models may not capture what’s uniquely important in the particular situation. While it’s true that probably 80% of the competencies for a given job (e.g., managers) is the same across different organizations, the remaining 20% is critical for understanding requirements within a particular context and organizational culture. Censeo’s approach is to use our large pool of competencies and behavioral descriptors as a starting point (rather than starting with a blank sheet of paper), but to ensure the process allows for including the unique elements important to performance excellence for each client and each job.
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