Implementing Competency in Your Organization

Rachel Lallouz

What are the benefits of implementing competency into my organization's working and learning culture?

Competency can be both descriptive and aspirational. In other words, employers can use the idea of competency to describe practices and procedures that are already effective at an organization. Employers might seek to preserve these effective practices and procedures by developing competency-based learning programs to train future employees.

Competency can also be aspirational in that it can be used to imagine or aspire towards the future of an organization - or even as a tool (think the implementation of a competency-based learning program) for helping to make that particular vision a reality.

By now, you might understand that competency can help lay the foundation of an organization's culture as part of the shared values and standards that characterize all members of that organization. When an employer builds competency into an organization's culture, they are investing in the present state of the organization and its future. Competency goes hand-in-hand with fostering a culture of inclusivity, shared knowledge, transparency and diversity - an organizational culture in which individual strengths are celebrated as opportunities for growth.

How would "competency" come into play at my organization?


The most effective way to begin building competency into the learning and professional development of those at your organization is through the implementation of a competency-based learning program. A competency-based learning program presents an organized, streamlined program targeted to address your unique needs as an organization.

You might need a group of employees to master how to safely operate complicated equipment; this would require achieving competency in specific safety procedures, operations or regulatory guidelines. If you're in a leadership role yourself, you and your fellow executives might need to sharpen your understanding of management protocols or other highly professionalized skills.

Whatever your competency needs are, you'll want - as we mention in our other blog post - learners to move through a specific trajectory that will allow them to achieve competency. This trajectory, or journey, can be personalized to your organization's objectives, developed into a competency-based learning program that will see the learner progress through this process.

This is the second article in a three-part series covering Chapter 2 of our Skilling Up textbook. To access other articles in this series, please navigate below.

Article 1 - What is a Competency?

Article 3 - Navigating Competency with SkillBuilder

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Rachel Lallouz

Rachel is our Writer/Book Development Coordinator and uses her experience in the fields of communication, editing and journalism to craft work that fits the flexible needs of BaseCorp and its clients. Her knowledge base has been shaped by her degrees in English and education. Rachel is originally from Vancouver, and is currently at work on her doctoral degree. In her spare time, Rachel is an avid cyclist and lover of all outdoor activities.