{"id":24740,"date":"2026-03-29T23:05:57","date_gmt":"2026-03-30T03:05:57","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/include-technical-competencies-competency-library\/"},"modified":"2026-04-17T19:54:15","modified_gmt":"2026-04-17T23:54:15","slug":"include-technical-competencies-competency-library","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/include-technical-competencies-competency-library\/","title":{"rendered":"Include Technical Competencies in Your Competency Library"},"content":{"rendered":"[fusion_builder_container type=”flex” hundred_percent=”no” equal_height_columns=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” border_style=”solid”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” border_style=”solid” border_position=”all” spacing=”yes” background_repeat=”no-repeat” margin_top=”0px” margin_bottom=”0px” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” hover_type=”none” min_height=”” link=”” background_blend_mode=”overlay” first=”true”][fusion_text]\n

Many organizations want to include technical competencies, skills, knowledge, in competency models and human resource applications. Off-the-shelf competency libraries and dictionaries for very specific technical specialties are available. Most are comprehensive, complex, and expensive.<\/p>\n

In addition, the competencies are so job-specific that there may be no competency dictionaries or libraries that accurately describes all of the technical competencies used in an industry or organization. An alternative to using an off-the-shelf dictionary is to develop a custom dictionary, identifying the technical competencies using proven data collection and analysis techniques.<\/p>\n

How to Determine Required Technical Competencies<\/strong><\/h2>\n

A. Job Analysis Interviews<\/h2>\n

Job Analysis Interviews are usually conducted with capable job incumbents, but they can also be conducted with managers of job incumbents. The interview starts with a question about the four or five most important main responsibilities in the job. When these have been identified, the interviewer focuses on each main responsibility and asks about: (a) key tasks for this responsibility, (b) skills and knowledge required to perform the tasks for this main responsibility, and (c) performance criteria or measures used to assess performance in the job. The interviewee may also be asked to review a list of generic competencies and their definitions and select the 10 most important competencies for the job<\/p>\n

B. Resource\/Expert Panels<\/h2>\n

A Resource Panel is a three to six-hour facilitated meeting with an agenda that is to similar to, but broader than, the one covered in a Job Analysis Interview. The participants usually include 3-4 capable job incumbents, 3-4 managers of job incumbents, and 1-2 HR staff who work closely with job incumbents. A Resource Panel has three main purposes: (1) to gather data needed to identify the competencies for the job, (2) to build consensus among a set of key stakeholders about what the job requires, and (3) to build support for the project.<\/p>\n

Typical Agenda for Resource Panel<\/strong><\/p>\n

A typical agenda for a Resource Panel includes the following components:<\/p>\n