Organizational Competency - Governance 


Organizational competencies are the competencies needed in the organization so that it can excel and remain competitive in the market. The competencies provide an inventory of expected behaviours, skills and attitudes which lead to the successful performance of the organization. Organizational competencies depend heavily on the competencies of the employees of the organization.


Proper understanding of organizational behaviour can result in many positive effects on the organization and its employees.Organizational behaviour, it extends to only three significant concepts.

Individual Behaviour

As the name itself suggests, an individual is studied from the personality, motivation, interests, and attitudes of an organization. Various interaction sessions and one-to-one are conducted to understand and study the individual and make a perception about them.

Inter-Individual Behaviour

Now, the inter-individual concept is when communication happens among the employees. Inter-individuals represent persons with their social group, subordinates, or senior employees in the workplace. It helps understand leadership styles and qualities and helps resolve conflicts quickly if any arise in the group dynamics.

Here the study of the formation of an organization is done. The areas looked into can be the structure of the organization, effectiveness in the organization, etc. The efforts made by a group to achieve the objectives or goals of an organization are what group behaviour is all about. The behaviour of everyone who is a part of the group is considered.


Organizational competencies, in the most general terms, are those ‘things’ which the employees of the organization are to demonstrate to be effective in their job, role, function, task, or duty. These ‘things’ include (i) job-relevant behaviour (what the employees say or do which result in good or poor performance), (ii) motivation (how the employees feel about a job, organization, or geographic location), and (iii) technical knowledge/skills (what the employees know/demonstrate regarding facts, technologies, their professions, procedures, jobs, and the organization, etc.). Competencies are identified through the study of jobs and roles.

The term ‘competency’ is usually defined as a combination of skills, attributes and behaviours which are directly related to successful performance on the job. They are important for all the employees regardless of occupation, function, or level.

An efficient organization keeps into focus the competencies on performance development/which enables its employees to align their individual performance with values and strategy while maximizing the individual performance in the pursuit of specific work-related objectives and behaviours.

Organizational competencies can be broadly divided into 

  1. Core values

  2. Technical competencies

  3. Core competencies

Core values are the organizational values which are the shared principles and beliefs. These principles and belief unite all the organizational employees and guide them in their actions. Technical competencies are those specific competencies which are usually required to perform a given job within a job family. Technical competencies cover the various fields of expertise relevant to the specific work carried out in the organization. Technical competencies are at the heart of what the organizational employees do. Technical competency requirements to successfully perform a given job are defined in job vacancy announcements. Core competencies summarize the capabilities which are important across all jobs and which the employees believe collectively contribute to the organizational overall success. At the same time, the importance of core competencies can vary according to the specific job duties and requirements.