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WAGE Competency Curriculum GuideNOTE: You will need to collect two additional documents that are similar in nature to the one provided in this lesson at Hook 1a. These should be collected from local
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How to fill out competency model for

01
Identify the key roles within your organization that require competency models.
02
Gather input from stakeholders, including managers and employees, to determine essential competencies for each role.
03
Define the competencies clearly, specifying the skills, behaviors, and knowledge required.
04
Organize the competencies into relevant categories (e.g., technical, interpersonal, leadership).
05
Create a competency framework that outlines the competencies for each role and includes proficiency levels.
06
Review and validate the competency model with stakeholders to ensure relevance and accuracy.
07
Implement the competency model in recruitment, training, and performance evaluation processes.
08
Regularly review and update the competency model to align with organizational changes and industry trends.

Who needs competency model for?

01
Human Resources professionals for recruitment and talent management.
02
Training and development teams to design targeted training programs.
03
Managers and team leaders for performance evaluations and career development.
04
Organizations seeking to improve employee engagement and retention.
05
Companies aiming to standardize role expectations and enhance team collaboration.

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A competency model is used to define the skills, knowledge, and abilities required to perform a specific role or job effectively.
Organizations or employers who seek to align their workforce capabilities with the strategic goals or job requirements are required to file a competency model.
To fill out a competency model, identify the key competencies needed for specific roles, define the behaviors and skills required for each competency, and ensure alignment with organizational objectives.
The purpose of a competency model is to provide a framework for assessing employee performance, guiding recruitment, training, and career development.
The competency model must report the identified competencies, definitions of each competency, behavioral indicators, and any applicable performance standards.
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