What Is a Competency Framework?

• Definition and main components.

• Differences between competency, skill, and professional behavior.

• Why organizations rely on competency frameworks.

Objectives of the Competency Framework

• Improving individual and team performance.

• Supporting organizational decision-making.

• Enhancing the quality of human resources.

Factors Influencing Competency Development

• Practical and educational experience.

• Organizational culture.

• Shared values and behaviors.

Clarity and Precision

• Using clear and measurable terminology.

• Defining expected performance levels.

• Reducing ambiguity in requirement definitions.

Applicability and Evaluation

• Aligning competencies with job roles.

• Linking competencies to measurable outcomes.

• Using objective assessment tools.

Flexibility and Continuous Development

• Updating competencies in line with market changes.

• Periodic review of job requirements.

• Responding to organizational growth needs.

Core Competencies

• Knowledge and skills required for all employees.

• Organizational values and work ethics.

• Commitment, discipline, and professional conduct.

Technical Competencies

• Capabilities related to specialized job functions.

• Technical and professional performance standards.

• Procedural and technical skills.

Leadership and Managerial Competencies

• Team management and decision-making.

• Strategic thinking and adaptability.

• Ability to influence and guide others.

Application in Recruitment and Selection

• Linking recruitment criteria to required competencies.

• Designing competency-based interviews.

• Assessing candidates through defined indicators.

Application in Performance Management and Evaluation

• Using competencies as a core element of performance reviews.

• Developing evaluation reports that reflect strengths and improvement areas.

• Promoting transparency and fairness in assessment.

Application in Training and Professional Development

• Analyzing competency gaps at individual and organizational levels.

• Building training plans based on competency needs.

• Monitoring professional development through performance indicators.

Transition Toward a Competency-Based Organization

• Aligning internal policies with the competency framework.

• Engaging leadership in adopting the model.

• Promoting a results-driven performance culture.

Sustainability and Continuous Improvement

• Periodic review of the adopted framework.

• Responding to feedback and challenges.

• Linking competencies to incentives and rewards.

The Role of Competencies in Building Competitive Advantage

• Supporting innovation and continuous improvement.

• Investing in human capital.

• Enhancing organizational resilience in facing challenges.