In this article, we introduce you to eight potential usages of an industry competency model.
It is paramount for industries and organizations to articulate the essential skill and knowledge requirements. They can publish these needs to:
Workforce and career development strategies must be guided by the workforce needs as published by economically crucial and fast-growing industries. These strategies, in turn, support the training and education endeavors in a region. All these efforts come together to meet the skill and knowledge needs of the industries. In this fast-changing world, skill and knowledge requirements change rapidly. Industry competency models help businesses communicate changes in skillset and knowledge demands. These models also allow career and workforce developers to understand industry requirements via the following:
Career exploration is an important process in today's employment climate as it helps facilitate career interests, abilities, and potential assessment. Furthermore, it collects information regarding possible career choices of individuals while developing a relevant and useful learning plan. Jobseekers and career development counselors can use competency models to achieve the following:
These resources help jobseekers identify a suitable career path via assessing career interests. They can then take advantage of the educational, skill, and workforce needs to enter and advance in the chosen career. Jobseekers may take help of credible career counselors, printed content, academic counselors, or the internet. Any source of guidance must be based upon a solid knowledge of potential job opportunities within an industry, industry growth rate, requisite competencies, and leaning needs for the chosen career.
When it comes to guiding individuals towards their chosen careers, industry competency models can help immensely by:
A chosen career is only achievable if a clear roadmap is formulated based on education, training, and work experiences. This is known as a career pathway, and it can help individuals to secure and advance to higher levels of employment in a job. To create such a roadmap, industry competency models come in handy as they provide information related to:
Career growth options and lattices provide a visual aid to identify potential job opportunities that are available within a career. The career pathway can define the work experience and education required to enter the selected profession. Workforce development programs, career guidance programs, assessments, and certifications are useful tools to build a robust career pathway.
Industry competency models are critical in developing an effective career pathway as they bring together workforce, skill, educational, technical, and interpersonal competencies required to build the foundation to a career lattice or ladder. They help define the abilities, knowledge, and skills required which, in turn, helps in:
Planning a workforce program in a region requires identifying the local workforce needs, analyzing available skillset and training and education programs available to update the skillsets of the current workforce. Competency models provide a guide to compare and identify:
To prepare an effective plan for workforce development, it is of paramount to understand the regional labor dynamics thoroughly. This analysis contains information related to current and potential skill needs of major industries that are anticipating rapid growth and the current competency of the existing and future labor pool. Competency models help in this analysis by:
Curriculum developers and education program planners rely heavily on competency models to identify foundation skills and technical competencies required for an individual to survive and thrive in a selected career. This roadmap leads to effective curricula that equip participants with skills and knowledge to gain entry into a career and progress up the ladder. To achieve this, competency models are critical in:
Competency models are critical in establishing a collaboration between industry needs and education. They provide a common ground to articulate regional competency needs which model curricula development, career planning, assessments, and technical career development programs. By bridging the gap between industry needs and current educational structures, they help build a framework to develop skillset, knowledge, and abilities critical to perform in a chosen career. Competency models help curriculum developers through:
For individuals to succeed in a career, it is paramount for them to participate in credential enhancing activities such as licensure and certification. They must include knowledge and skills that encompass the necessary range and depth of knowledge required to perform the desired tasks. They should also include a set of standards that can measure an individual's proficiency at a certain task or in a field. Competency models help ensure these aspects of certification and licensure by:
These licenses and certifications are developed to ensure that employees are equipped with the desired knowledge and abilities to perform certain jobs. Competency models document an individual's grasp of a particular technology, knowledge, and abilities. This information is used to assess an employee' qualification for these credentials. The models help develop the assessments, licensure, or certification via:
An effective alternative to traditional classroom training, apprenticeship program combine on-the-job learning and classroom training developed to match industry needs. Performance-based and competency-driven apprenticeship programs must include the following:
Apprenticeship programs are critical in the 4th industrial revolution as they provide employees with a flexible learning tool to upskill themselves. But combining the best of classroom training and on-the-job learning can be a challenge. Competency models are useful resources to assist in the development of training programs by identifying critical knowledge, ability, skill, and information for apprenticeships. The models are used to develop these schedules by:
Competency models help organizations perform key HR tasks, such as hiring, recruitment, and performance management. These models define the standards that are used to identify the best job seekers aligned with the employer's requirements. They can be used to:
Competency models act as guides to HR activities and help organizations fill vacant positions from the existing qualified labor pool. They are useful resources for the use of HR personnel and companies to solve key problems related to staffing and attrition. Competency models help the HR function in the following ways:
Workforce development stakeholders may customize an existing competency model or build a new one to accommodate the key usages described above.
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