Research in organizational effectiveness has studied the range and impact of a variety of job activities for many years. It is generally recognized that work competencies tend to cluster in from 3 to 7 domains, depending on the model being used. Domain models are useful because:
- Competency profiles delineate the necessary knowledge and skill requirements in each domain.
- Individual performance can be compared to the organization’s competency model.
- Training and professional development can be developed to address performance needs related to competency profiles in each domain.
The Easy-360 competency domain model is useful for measuring employee effectiveness against a defined profile as well as identifying needs for training and development. The model consists of 4 domains as shown in the figure.
The first two domains, Personal and Social, represent the areas of work performance that are typically referred to as “core competencies” or “soft skills.” Personal competencies are characteristics and behaviors within the individual, while Social competencies involve skills and behaviors that are utilized in social situations.
The Expertise domain brings together competencies related to the technical and professional knowledge and skills necessary to operate effectively in the organization’s sector.
The Leadership domain delineates competencies that are required to influence people to accomplish change in the organization.
Further information about the domains and the factors assessed in the Easy-360 survey is provided in the next few articles in this series.