Competency Framework Design: Create a common "language" throughout the organization

A competency framework allows organizations to align individual behaviors to group or corporate goals. It specifies the requirements for good performance in a given role, thereby facilitating end-to-end talent management practices, from identifying job-relevant competencies to engaging talent assessment tools to managing performance.

Competencies are defined as 'sets of behaviors that are instrumental in the delivery of desired results' (Bartram et al, 2002). In the business context, they are behaviors that support the achievement of goals and are aligned with the organization's strategy.



A common

scientifically and practically applied basis for understanding behaviors to evaluate behaviors, potential, and performance.



scientific research was carried out for its development, which makes it suitable for all roles and levels. At the same time, it can be the basis for designing a custom competency framework for the needs of your organization.



with tools such as the OPQ , the Verify Interactive - enables our customers to have reliable measurements of the peoples' potential in recruitment, development and succession, planning processes, based on the competencies they have defined as critical for success.

Benefits of a Competency Framework


It provides a common basis for the desired behaviors in general in the organization, but also specifically by department and level.


Support the adaption of cultural changes by aligning behaviors with the organization's values and strategy.


Promotes fairness and transparency in assessment and recruitment systems.


Leads to observable and measurable results.

SHL Universal Competency Framework (UCF) 


UCF Structure


Utilization of UCF throughout the work cycle

Business Challenges

Following SHL's award-winning research "The power of context in driving leader success", we combine the UCF with the classification of the 27 Contextual Leadership Challenges that organizations face. This classification is now a key factor in designing a competency framework and is utilized during the visioning stage with senior executives to ensure that competencies align with the organization's core challenges.


 Drive Team Performance

  • Lead geographically dispersed teams

  • Transform a high conflict culture


Lead Change

  • Deliver under high uncertainty and ambiguity

  • Design and drive new strategies


Deliver Results

  • Deliver exceptional customer service

  • Deliver high margins


Manage Risk and Reputation

  • Deliver in high risk-taking contexts

  • Represent the organizational externally

The science behind people decisions

We help you evaluate and develop your people potential