16Apr

Did You Know?

E-COMPETENCY FRAMEWORK 2.0 (ECF2.0) is the answer to modern Workforce Planning.

In a nutshell, it lays out in clear terms the pathways to performance excellence in an organization. ECF2.0 captures, gains consensus and communicates the behaviors that are aligned to the values of the organizations and which in turn drive high performance.

Unlike staid, fixed competency-based approaches, ECF2.0 infuses technology to give the framework a dynamic role from Recruitment & Selection, through Training Needs Analysis, Learning & Development planning, Work Plan development, Performance Management, Career & Succession Planning and Reward structures.

The WHY

ECF2.0 cascades values through the organization in such a way that it is communicated at all levels in terms of not only what is done but critically, why it is done and how it is to be done.
ECF2.0 defines the knowledge, skills, personality, attitude, values and norms that are required at each level for each role.

The WHO

ECF2.0 informs the recruitment & selection of staff to achieve right person, in right role under right style of leadership. It matches existing competences against what is desired (Gap Analysis) and pivots Learning & Development to fill gaps.
ECF2.0 lays out transparent career pathways and supports succession planning. Above all, it provides a pervasive reminder of ???who we are??? and what behaviours and actions are aligned to that common understanding.

The HOW

ECF2.0 is a boon to Performance Management and Appraisal. The descriptors/identifiers that are linked to each level in respect of each competence spell out in clear, easy to follow language how things are to be done.
ECF2.0 outlines observable behaviours which facilitates daily performance management and productivity enhancement. Contentious performance appraisals are rare.

Why Employees Love ECF 2.0

  1. Gives clarity about what your unit does and how it does it.
  2. Shows the relationship of your role with other positions.
  3. Outlines the key skills, abilities, knowledge, aptitude and attitude required for your role.
  4. Supports identification and analysis of skill gaps.
  5. Provides structure for process review and strategic planning.
  6. Places your role in the context of the overall structure.
  7. Adds objectivity to personal and group performance appraisal.
  8. Supports Career Development & Succession Planning by defining role requirements at all levels.
  9. Lays out learning objectives for roles with clarity.
  10. Supports SWOT Analysis and identification of gaps.

Let’s have a conversation about ECF 2.0. Happy to answer all your questions and to discuss how ECF 2.0 can provide the framework for building resilience and future-readiness in your organization.

Trevor E S Smith

INFOSERV People Tech Solutions

Success with People Academy

12Mar

Values-driven Leadership Development

I feel compelled to share the structure of a highly successful Leadership Development Program that is in a follow up phase of implementation with an important public sector entity. 

VALUES 

The organization is committed to becoming a Centre of Excellence. That led to the unavoidable conclusion that it was important to start by distilling the Values that would underpin their quest.

FRAMEWORK 

The next consideration related to the challenge of cascading Values down through the various levels of the organization such that they are manifested in the day to day conduct of business. 

The decision was taken to adopt an updated, futuristic approach to Competency Frameworks – Competency Framework 2.0.

Core Competencies along with the carefully crafted and insightful descriptors were developed for each level of the organization. 

HUB

In recognition of the critical need for across the board buy in, care was taken to conduct small group review, adjustment and acceptance of the competencies and the very important descriptors.

The 2.0 approach does not use one blanket Statement of Competency that applies at all levels. 

CEOs and entry level clerks have different responsibilities related to communication or the use of initiative. Consequently, developing forward-looking, role-specific descriptors provides clarity as to what is expected in the performance of each job.

That in turn feeds into performance management as well as learning and development considerations. In that way, Competency Framework 2.0 becomes a hub for Workforce/Talent Management ??? from Recruitment & Selection, through Onboarding, Learning & Development, Performance Management & Appraisal, Career Development and Succession Planning.

THEN WHAT?

Some entities look upon the approved and bought into Competency Framework 2.0 like it is a trophy. Something to be set up to be admired but not touched.  Motivated by the earnest quest to become a Centre of Excellence, the organization embarked on an implementation program. 

The initial phase was to develop a Leadership Development Program that would embrace the values, competencies and overall philosophy that was contained in the Competency Framework 2.0.

That program was aligned with HR Training Plans which had already identified competency and knowledge gaps.

VIRTUAL ACADEMY 

The program was delivered using best of class technology support. An organization-branded Virtual Academy was developed to host and deliver the program.

Interactive online content was developed. Each course offered Professional Development Credits that are approved by the Society for Human Resource Management (SHRM) for SHRM CP and SCP recertification. 

Each course had built in or appended mini quizzes to validate the transfer of knowledge. This also facilitates Training ROI considerations.

In a display of recognition of learner challenges, a live synchronous component was incorporated. This was limited to one weekly online 90-minute session.??

OUTCOME

The take up of the offer to participate in the program was outstanding. The live sessions were a thing to behold. Critically, completion rates (i.e. the granting of certificates and professional development credits) exceeded all expectations. 

It is not surprising that Phase 2 has attracted a significant increase in registration. 

ACTION 

This program from end to end is now supported by our SPIKE technology solution (Strategic Performance Improvement and Knowledge Enabler).

Let us have a conversation as to how this positive experience can infuse resilience and future-readiness into your Leadership cadre.

Trevor E S Smith

Success with People Academy

INFOSERV People Tech Solutions