5 Examples of Capability Frameworks in Action

5 Examples of Capability Frameworks in Action

In today’s competitive business environment, organizations need to have a clear understanding of the capabilities required to achieve their goals and objectives. A Capability Framework is a tool that helps organizations identify and define the skills, knowledge, and behaviors required for their workforce to perform effectively. Here are 5 examples of organizations successfully implementing capability frameworks:

1. Australian Public Service Commission

The Australian Public Service Commission (APSC) developed a Capability Framework to provide a consistent approach to workforce planning and development across all levels of the Australian public service. The framework covers 9 core competencies, with each competency subdivided into 3 levels of proficiency. The APSC uses the framework to assess individual and team capabilities, identify development needs, and assess the effectiveness of development programs.

2. Australian National University

The Australian National University (ANU) developed a Capability and Mindset Framework to promote a culture of excellence, agility, and innovation. The framework covers 8 capabilities, with each capability linked to a specific mindset. The ANU uses the framework to guide its recruitment, performance management, and learning and development activities.

3. IBM

IBM developed a Capability Framework to identify and define the skills required for a successful career at IBM. The framework covers 3 core competency areas: leadership, technical, and services. Within each area, there are multiple competencies that detail specific skills and behaviors required for success within that competency.

4. National Health Service (NHS) England

NHS England developed a Capability Framework to support its workforce transformation program. The framework covers 7 domains, or broad areas of capability, with each domain then subdivided into more specific capabilities. The NHS uses the framework to help identify skills gaps, design workforce development programs, and assess the effectiveness of its training and development activities.

5. World Health Organization (WHO)

The WHO developed a Leadership and Management Competency Framework to provide a common language and understanding of leadership and management capabilities across the organization. The framework covers 12 competencies, with each competency further defined by specific observable behaviors that demonstrate mastery. The WHO uses the framework to assess leadership and management capabilities, develop targeted development programs, and support succession planning.

Conclusion

In summary, Capability Frameworks can be a powerful tool for organizations looking to develop, assess, and manage their workforce capabilities. These 5 examples show how organizations can develop and use Capability Frameworks to support workforce planning, recruitment, performance management, and learning and development activities. By identifying and defining the skills, knowledge, and behaviors required for success, organizations can build a more capable, agile, and innovative workforce.