Talegent’s Competency Framework

 competency framework

What are Competencies?

Talegent defines competencies as underlying measureable characteristics of an individual that are evident in observable behaviours and actions, which in turn drive successful performance in the workplace. They are the result of the particular set of abilities, attributes and tendencies an individual possesses.

Difference Between Competencies and KSA

Competencies relate to how a cluster of related knowledge, skills, and abilities, along with personal attributes and tendencies, are used in role performance and how they are broadly applied in the context of a particular
set of job requirements.

In contrast, (KSA) or knowledge, skills, and abilities are generally more specific learned capabilities that are acquired through practice or training and relate to carrying out a task well. The figure to the right illustrates the components that competencies often encompass.

The Challenge of Building a Better Competency Model

With a constantly changing business environment, the particular knowledge, skills, and abilities related to maximal performance are continuously evolving. As such, it is vital that psychometric assessment tools be updated regularly to ensure they remain valid and reliable predictors of behaviour in the present day.

In a similar fashion, Talegent believes it is equally important to keep up to date with the latest industry trends and advances, thereby enabling our assessment tools to effectively recognise today’s best performers and also be more likely to identify the best candidates for tomorrow.

We encourage and act upon feedback from our clients, adding in and continuously validating new scales that meet their dynamic needs.

Why Competencies are helpful

In an organizational perspective, competencies are helpful because they allow senior management to openly communicate which behaviors are important for the organization. They can also be used to measure the performance of people and link behaviors to the strategy and direction of the business.

Recommended Number of Competencies

No ideal number of competencies exist. It is because they are generally developed bespoke to an organization. However, it should be taken into account that a competency model should be comprehensive and useful without being cumbersome or overwhelming.


How Talegent’s framework differ?

Talegent’s competency model is a collection of 23 competencies, grouped into 5 general clusters. By continuously improving the model over the years, some of the key aspects include:

  • Can be applied to all levels and areas of any organization and all aspects of measurements in the employee lifecycle.
  • Brings together  particular knowledge, skills and abilities which are well know to relate to individual performance and organizational success and translates them into competencies which are clearly relevant and meaningful for organizations

By adopting the framework, some of the benefits and applications achieved are:

  • Cost and time effective
  • Produces a more consistent and high quality product for clients
  • Useful for all aspects of the employee lifecycle including selection, self and professional development, performance appraisal, and succession planning processes.

competency framework model