Functional competencies are designed to ensure that someone is competent in a role with respect to the actual functions of the role. The difference between functional competencies and competencies as a blanket concept is that functional competencies are premised in establishing ‘actionable’ competency instead of things such as communications, interpersonal communication, etc. (sometimes referred to as ‘soft skill’ competencies). Both kinds of competencies are highly valuable to a workforce and both kinds should be developed; however, the argument for functional competencies comes into play when legal concepts such as compliance and safety are implied.
Functional competencies are best designed using the DACUM process. The DACUM process uses top performers in a given organization to define competencies for their functional roles. The DACUM process is focused on developing competencies that determine if someone is competent in specific skills in their job. This is why functional competencies work so well in ensuring compliance and safety mandates for organizations. By establishing a comprehensive functional competency framework, the result is that workers will be not only competent at executing their specific role, but will also demonstrate that the organization is compliant to legal guidelines.
If a workforce is properly trained according to functional competencies, then the result is less risk, less cost, and increased productivity (RCP Triad).
The Competency Group are experts in developing functional competencies with compliance and safety in mind. We have worked with many clients in a diverse portfolio of industries developing the RCP Triad.
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