Your People Can Be Your Strongest Competitive Advantage: Identifying and Communicating Employee Competency Models for GovCons

Editor’s Note: This Article Has Been Updated On 8/8/2023

1. Introduction to Competency Modeling
2. The Strategic Plan Anchor
3. Gaining a Competitive Edge
4. Identifying Competencies
5. Communicating Competencies
6. Conclusion
7. References
8. Key Takeaways
9. About the Author, Megan Bergen

Competency modeling provides a framework to identify and define the specific skills, knowledge, abilities, and behavioral requirements that an employee needs to be successful in their role within your organization. Do you know what your people need to know?  

Identifying, articulating, and communicating employee competency models is an essential strategic move for any business, particularly Government Contractors (GovCon). This approach ensures a workforce that is capable of achieving the GovCon’s strategic goals and sets up your organization to have an edge over the competition, and one they simply cannot duplicate. 

Strategic Plan Anchor

In a 2019 Forbes piece, “The Strategic Importance of an Organization’s Corporate Strategy,” the author emphasizes the necessity of aligning an organization’s human resources with its strategic plan (Stettinius, W., & Van Dusseldorp, R., 2019). It highlights that a well-defined competency model is crucial for achieving this alignment, as it outlines the skills and behaviors required to execute the organization’s strategic plan effectively.

A strategic plan is only a plan until it is executed. And that is where people come in. By aligning the workforce with strategic plans, an organization can increase its competitive edge and position itself for success. 

Competitive Edge

When an organization takes the time to identify and define the specific competencies necessary for each role, the business can streamline talent acquisition and development strategies. This practice gives GovCons the edge in a fiercely competitive market by ensuring they have the right people in the right roles to deliver the best results in an evolving industry.  Competency identification and definition also enables organizations to stay ahead of the competition and keep up with the rapidly changing requirements of government contracts. 

Identifying Competencies

Identifying the necessary competencies required in your organization is the first step of implementing an effective competency model. Tools like job descriptions, performance appraisals, task analysis and observation can be used to facilitate this process.

Roberts and Davenport outline “How to Define Competencies for Effective Talent Management” in their article of the same name published in Harvard Business Review (Roberts, B. & Davenport, T., 2019). They propose a four-step process including defining strategic competencies, assessing employees, identifying gaps, and crafting development plans. The process starts with an understanding of what skills and behaviors are fundamental to the strategic plans of the organization.

Communicating Competencies

Of course, communicating an organization’s competency model is as vital as identifying the model. Clear communication of expectations and competencies can lead to better overall business performance. This practice allows GovCon employees to understand their roles and how they contribute to the overall success of the strategic plan, resulting in higher employee engagement and performance.

The identification and communication of employee competency models is a strategic business move that GovCons should prioritize. By aligning its workforce with its strategic plans, an organization can increase its competitive edge and position itself for success.

Partner with BOOST to develop and implement a comprehensive and relevant competency model that will lift your GovCon to the next level. https://boostllc.net/consultation/

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Key Takeaways

• Competency modeling is a strategic tool that helps to pinpoint the specific skills, knowledge, abilities, and behavioral requirements that an employee needs to excel in their role. This approach is particularly crucial for the development of a competency model for GovCons, as it ensures a workforce that is equipped to achieve strategic goals and provide a unique competitive advantage.
• A well-constructed competency model for GovCons is vital in aligning an organization’s human resources with its strategic plan. This alignment is a prerequisite for the effective execution of the organization’s strategic initiatives.
• Businesses can optimize their talent acquisition and development strategies by accurately identifying and defining the specific competencies necessary for each role. This practice gives GovCons a competitive edge by ensuring they have the right people in the right roles to deliver optimal results.
• The first step of implementing an effective competency model for GovCons involves identifying the necessary competencies required in your organization. Various tools such as job descriptions, performance appraisals, task analysis, and observation can be utilized to facilitate this process.
• Clear communication of expectations and competencies can lead to enhanced overall business performance. This practice allows employees in GovCons to understand their roles and how they contribute to the overall success of the strategic plan, leading to higher employee engagement and performance.
• Identifying and communicating employee competency models is a strategic business move that GovCons should prioritize. Collaborating with BOOST can assist in developing and implementing a comprehensive and relevant competency model for GovCons that will elevate the organization to the next level.
• BOOST LLC specializes in providing accounting, contracts, strategic pricing, HR, staffing services for government contractors, ensuring compliance, efficiency, and profitability in the complex world of government contracting.

References:

Stettinius, W., & Van Dusseldorp, R. (2019). The Strategic Importance of an Organization’s Corporate Strategy. Forbes.

Roberts, B. & Davenport, T. (2019). How to Define Competencies for Effective Talent Management. Harvard Business Review.

About the Author, Megan Bergen

Megan Bergen, Senior HR and Organizational Development Consultant for BOOST, has been an executive leader for more than twenty years. Prior to joining BOOST, she worked in workforce development, human resources, government contracting and consulting for over 25 years with a diverse set of organizations. Allow BOOST to support your recruiting and retention plans, freeing up your team to concentrate on your core strengths – growing your GovCon business. Contact BOOST today: https://boostllc.net/consultation/