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Global Human Capital Competency Framework – Willem Conradie & Associates

The Global Human Capital Competency Framework consists of 128 competencies that have been carefully selected in order to be representative of the challenges faced by job incumbents amidst the Fourth Industrial Revolution.

Each competency is well-defined and contains a set of key behavioural anchors ( examples of effective competency). The Global Human Capital Competency Framework spans across five levels of job and/or work role complexity.

These levels have been aligned with the work by Steve Drotter (The Leadership Pipeline); Elliot Jacques (Stratified Systems Theory) and Level 5 Leadership by Jim Collins. These five levels provide the foundation for generating competency sets corresponding to the different job layers within the organisation.

Benefits of the Global Human Capital Competency Framework

The Global Human Capital Competency Framework covers a wide range of jobs with different demands. The framework has five levels of proficiency (levels of increasing complexity) namely:

  • Level 1: Acquiring
  • Level 2: Contributing
  • Level 3: Applying
  • Level 4: Leveraging and,
  • Level 5: Visioning / Capacity Building

The Global Human Capital Competency Framework holds a number of important benefits for clients such as, but not limited to:

  • establishing a common competency language across the organisation;
  • integrating all Human Resources processes and procedures to support the use of a common competency language i.e. from On-Boarding to Talent Management and Leadership Development;
  • setting a professional standard of competency by means of proficiency levels that could be used in recruitment, assessment centers, performance management etc.;
  • utilising the framework to create Leadership Competency Models as well as Management Competency Models.