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  • Sahil Shaikh

Behavioral Competency Analysis : Finding Employee Strengths

‍Behavioral competency is the ability of employees to react appropriately, manage emotions and activities effectively, think logically and make well-informed decisions based on their knowledge, skills and abilities (KSAs). The foundation of any organization is built upon its workforce. HR teams are tasked with finding solutions that will attract new talent to the company and retain top performers. Finding employee strengths can be done through a behavioral competency analysis. It helps you understand what motivates your team members, how they behave in various situations, what their preferred method of performing tasks is and how they react when certain expectations aren’t met. These insights allow you to design solutions that will help your employees thrive at work.


What is a Behavioral Competency Analysis?

A behavioral competency analysis (BCA) is a method of assessing an employee’s skills and strengths based on their behavior. It helps you understand what motivates your team members, how they behave in various situations, what their preferred method of performing tasks is and how they react when certain expectations aren’t met. This analysis determines whether your employees have the necessary skills and competencies required for their job. It also allows you to identify which employees need training to improve their skills and transfer knowledge to the next generation of employees. BCAs can be used for individuals or for teams. The most common use of a BCA is for individuals within an organization. You can conduct a BCA for potential hires or current employees who may be looking to transfer to another role or pursue a different career path. BCA findings can also be used by managers to assist in team building and improving teamwork.


Why Conduct a Behavioral Competency Analysis?

Human resources departments and other executive leaders are increasingly realizing the importance of behavioral competency analysis. It allows you to identify the strengths and weaknesses of your employees to better understand how they work and make decisions. With the right insights, you can create an environment where everyone feels comfortable speaking up and sharing their feelings. You can also use behavioral competency analysis to help employees manage their emotions when they’re frustrated or disappointed by work. With behavioral competency analysis, you can also identify employees who may be experiencing a mental health issue or who may need additional support. In these cases, you can refer these employees to a third-party confidential support service.


Finding Strengths During BCA

BCAs are unique because they help you identify strengths within individuals and teams. This can be useful for identifying high performers, helping employees form strong peer support networks, and identifying transferable skills from one role to another. With behavioral competency analysis, you can also uncover insights into your team members’ motivations and help them identify their career goals. By doing this, you can help your team members identify the skills and experiences that are needed to move ahead in their careers.






How to do a Behavioral Competency Analysis?

A behavioral competency analysis consists of five steps that should be completed by an employee assessment specialist, a human resources consultant, or an organization’s human resources department. Depending on the size of your organization, you may be able to conduct the employee assessment yourself or hire a third-party consultant. Each step of the BCA process requires thorough documentation, so it’s best to schedule the analysis for a day when you have the time to spend on it.


Step 1: Conduct a Needs Analysis - This step allows you to identify what your employees need in terms of skills and competencies. To do this, you should identify the tasks/roles that employees perform and then create a competency model to map these tasks to skills.


Step 2: Identify Key Players - Once you have the needs analysis completed, it’s important to identify which key players possess which skills. To do this, you can ask employees to rate each other on a scale of 1 to 5 for each skill.


Step 3: Use Measurement Systems - Once you have the key players identified and the skills identified, you can begin to measure the actual behaviors of these employees. This can be done through carefully constructed questionnaires, observation logs, interviews, or focus groups.


Step 4: Conduct a SWOT Analysis - Once you’ve collected data on the key players and identified their skills, you can conduct a SWOT analysis to determine which skills are strengths and which are weaknesses. To do this, you would use the data collected in step three to create a strengths-weaknesses matrix.


Step 5: Create a Tutorial on Skills Mapping - Once you’ve determined the strengths and weaknesses of senior leaders, you can use them to create a skills map for your employees. To do this, you would create a skills map that maps the skills that are used in the jobs of your top leaders.


After the BCA: Next Steps

Once you have completed a behavioral competency analysis, you can use the findings to make improvements within your organization. You can use the data collected in the assessment to create a strengths-based rewards system, create a career path map for employees, and redesign your training programs.


Conclusion

The foundation of any organization is built upon its workforce. It’s important to understand your team members, their strengths, and how to utilize them to their full potential. A behavioral competency analysis can help you understand what motivates your team members, how they behave in various situations, what their preferred method of performing tasks is, and how they react when certain expectations aren’t met. The key when conducting a BCA is to approach it as a process, not just a single task. It’s important to remember that there are many different benefits to be gained from conducting a behavioral competency analysis.

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