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Article

19 minutes

30+ Technical Competencies Examples to Add to Your Company's Competency Models

Global HR

Author

Lorelei Trisca

Published

July 12, 2024

Last Update

July 12, 2024

Table of Contents

Sales technical competencies

Digital marketing technical competencies

Design technical competencies

HR technical competencies

Engineering technical competencies

Product management technical competencies

Finance and Accounting technical competencies

Customer Success technical competencies

IT support technical competencies

Emerging technical competencies examples

How can my company identify technical competencies?

How do organizations use technical competencies?

Define and develop your team’s technical competencies with Deel Engage

Key takeaways
  1. Companies can enhance their hiring, performance management, training, and career progression processes by implementing technical competencies.
  2. Regularly updating and aligning competencies with evolving business needs ensures that the organization remains competitive and effective.
  3. Multiple competency proficiency levels enable clear expectations and targeted development along specific career paths.

Technical competencies play a vital role in developing comprehensive competency frameworks, which help organizations define and measure the specific abilities required for various roles. By identifying and cultivating these competencies, companies can enhance performance, support career growth, and maintain a competitive edge.

We curated the 30+ most relevant technical competencies, grouped them by department, and defined them across five competency levels: basic, intermediate, competent, advanced, and expert.

Sales technical competencies

Customer Relationship Management (CRM)

Definition: The ability to effectively use CRM software to manage customer interactions, track sales, and analyze data to improve business performance.

Proficiency levels:

  • Basic: Can perform simple tasks such as data entry and updating customer information.
  • Intermediate: Can effectively use CRM tools to manage contacts, leads, and accounts.
  • Competent: Can customize CRM systems to align with sales processes and goals.
  • Advanced: Can integrate CRM with other sales and marketing tools for a seamless customer experience.
  • Expert: Can develop and implement CRM strategies for account management, customer retention, upselling, and other business processes.

Sales process automation

Definition: The ability to effectively use technology to streamline and optimize the sales process, resulting in increased efficiency, accuracy, and customer satisfaction.

Proficiency levels:

  • Basic: Can follow instructions to perform simple tasks related to sales process automation.
  • Intermediate: Can independently use sales automation tools to perform routine tasks.
  • Competent: Can independently use sales automation tools to perform complex tasks.
  • Advanced: Can design and implement sales process automation strategies to improve sales efficiency.
  • Expert: Can evaluate and enhance the organization’s overall sales process automation strategy.

Presentation software

Definition: The ability to effectively use presentation tools to create engaging and winning pitches that effectively communicate information to potential customers.

Proficiency levels:

  • Basic: Can create simple presentations with guidance.
  • Intermediate: Can use advanced features such as animations, transitions, and templates.
  • Competent: Can design complex presentations with multiple sections, hyperlinks, and interactive elements.
  • Advanced: Can leverage advanced features and plugins to enhance presentations and make them more effective.
  • Expert: Can train other team members on how to create winning pitches.
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Digital marketing technical competencies

Marketing analytics

Definition: The ability of an individual to effectively track, analyze, and interpret data related to marketing activities and tweak strategy.

Proficiency levels:

  • Basic: Can assist in creating basic marketing reports and dashboards.
  • Intermediate: Can create detailed marketing reports and dashboards.
  • Competent: Can create and manage comprehensive marketing reports and dashboards.
  • Advanced: Can create, manage, and optimize comprehensive marketing reports and dashboards.
  • Expert: Can create, manage, optimize, and innovate comprehensive marketing reports and dashboards.

Search engine optimization (SEO)

Definition: The ability to optimize website content and structure to improve search engine rankings, increase website traffic, and enhance online visibility.

Proficiency levels:

  • Basic: Can perform simple keyword research and use SEO guidelines to optimize content.
  • Intermediate: Can implement effective SEO strategies to improve website ranking and visibility.
  • Competent: Can manage all aspects of SEO, including keyword research, SEO-friendly content creation, backlink building, and SEO analytics.
  • Advanced: Can leverage advanced SEO tools, conduct SEO audits, and implement corrective measures to improve website performance.
  • Expert: Can innovate SEO strategies that drive growth in alignment with business objectives.

Content management systems

Definition: The ability to effectively use software and tools to organize, store, and retrieve digital content for efficient and effective use.

Proficiency levels:

  • Basic: Can perform simple tasks such as uploading content and minor editing.
  • Intermediate: Can perform routine tasks such as creating, editing, and publishing content.
  • Competent: Can understand advanced features, create content templates, and manage user permissions effectively.
  • Advanced: Can troubleshoot technical issues and implement SEO best practices.
  • Expert: Can use custom solutions or plugins, perform SEO audits, and take measures to improve search rankings.

Social media management

Definition: The ability to create, curate, schedule, and analyze content across various social media platforms to build brand awareness, engage audiences, and drive business growth.

Proficiency levels:

  • Basic: Understands the fundamental principles of different social media platforms and can create and schedule posts using basic social media tools.
  • Intermediate: Can develop and implement social media content calendars.
  • Competent: Can manage all aspects of social media campaigns, including content creation, scheduling, and analytics.
  • Advanced: Can integrate social media campaigns with broader marketing strategies to enhance overall brand presence.
  • Expert: Can drive significant growth in followers, engagement, and conversions through creative and data-driven approaches.

Customer relationship management (CRM) tools

Definition: The ability to effectively use CRM software to analyze data and create targeted campaigns backed by customer insights.

Proficiency levels:

  • Basic: Can use CRM software to analyze customer data, run basic reports, and execute simple email campaigns.
  • Intermediate: Can analyze basic customer data and segment customer lists for marketing campaigns.
  • Competent: Can execute advanced targeted marketing campaigns by analyzing customer data.
  • Advanced: Can design complex marketing automation workflows integrating CRM with other marketing tools.
  • Expert: Can use CRM data to drive strategic marketing decisions.

Paid search

Definition: The ability to effectively plan, execute, and manage paid search advertising campaigns.

Proficiency levels:

  • Basic: Can conduct basic keyword research to create simple ad campaigns.
  • Intermediate: Can create simple ad campaigns.
  • Competent: Can manage mid to large-scale paid search campaigns and budget allocations.
  • Advanced: Can optimize campaigns for better performance.
  • Expert: Can manage complex campaigns, bidding strategies, and A/B test paid search strategies.

Design technical competencies

Prototyping and wireframing tools

Definition: The ability to use software and tools to create interactive prototypes and wireframes that effectively communicate design concepts and user experiences.

Proficiency levels:

  • Basic: Can create simple wireframes under supervision.
  • Intermediate: Can independently create simple wireframes and prototypes.
  • Competent: Can create complex wireframes and prototypes independently.
  • Advanced: Can create, manage, and evolve a strategic library of reusable wireframes and prototypes.
  • Expert: Can evaluate, select, and implement prototyping tools at the organizational level.

Design tools

Definition: The ability to use various software and tools to create and edit visual and graphic content for effective communication and presentation.

Proficiency levels:

  • Basic: Can perform simple tasks like creating basic graphics or editing images.
  • Intermediate: Can perform complex tasks such as layering, masking, and advanced editing.
  • Competent: Can perform advanced tasks such as 3D modeling, animation, and complex editing.
  • Advanced: Can perform advanced tasks such as advanced 3D modeling, complex animation, and high-end editing.
  • Expert: Can perform master-level tasks such as creating complex 3D models, advanced animations, and high-end editing.

Usability testing

Definition: The ability to assess and improve the user-friendliness and effectiveness of designs.

Proficiency levels:

  • Basic: Can plan basic usability tests.
  • Intermediate: Can plan and execute basic usability tests.
  • Competent: Can plan and execute comprehensive test plans.
  • Advanced: Can design complex usability tests, recruit diverse user groups, and interpret test results effectively.
  • Expert: Can conduct large-scale testing and provide valuable insights into user behavior and UX design.

HR technical competencies

Human Resources Information Systems (HRIS)

Definition: The ability to effectively utilize HR technology to manage employee data, streamline processes, and support data-driven decision-making.

Proficiency levels:

  • Basic: Can perform simple tasks in HRIS, such as data entry and report generation.
  • Intermediate: Can use fundamental features of HRIS software.
  • Competent: Can integrate HRIS with other systems in the organization.
  • Advanced: Can customize HRIS to meet the organization’s specific needs.
  • Expert: Can use HRIS for strategic HR analytics and insights.

Learning Management System (LMS)

Definition: The ability to effectively use and manage digital platforms for learning and development, including selecting, implementing, and evaluating technology-based solutions

  • Basic: Can navigate through the LMS and perform simple tasks such as uploading content and managing users.
  • Intermediate: Can perform complex tasks such as creating courses, assigning roles, and generating reports.
  • Competent: Can customize course content, assessments, and certifications.
  • Advanced: Can design and implement personalized employee learning paths.
  • Expert: Can design and implement advanced learning and development strategies incorporating LMS tools.
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Survey and feedback tools

Definition: The ability to design, administer, and analyze surveys and feedback mechanisms to gather employee insights, improve HR processes, and foster a positive workplace culture.

Proficiency levels:

  • Basic: Can identify common survey and feedback tools and their essential functions.
  • Intermediate: Can create a simple survey to gather employee input.
  • Competent: Can create an advanced survey with multiple types of questions.
  • Advanced: Can manage and optimize advanced survey and feedback processes.
  • Expert: Can design and implement large-scale employee feedback initiatives, including 360-degree feedback.

Data analysis

Definition: The ability to collect, analyze, and derive insights from HR-related data to support data-driven decision-making and improve HR processes.

Proficiency levels:

  • Basic: Can identify basic HR data sources and metrics.
  • Intermediate: Can create simple HR reports.
  • Competent: Can create detailed HR reports.
  • Advanced: Can build reports and dashboards in the language and metrics stakeholders understand.
  • Expert: Can manage and optimize HR data processes and analytics.

Discover 31 additional HR competencies to strengthen your people operations.

Engineering technical competencies

Computer programming language

Definition: The ability to write code in various programming languages to develop software applications and automate processes.

Proficiency levels:

  • Basic: Can debug simple code with assistance.
  • Intermediate: Can write simple code applying basic coding principles.
  • Competent: Can implement complex programs independently.
  • Advanced: Can optimize code for maximum efficiency.
  • Expert: Can design and innovate solutions for complex programs.

Database management

Definition: The ability to effectively design, implement, maintain, and optimize databases.

Proficiency levels:

  • Basic: Can perform basic tasks such as data entry and querying.
  • Intermediate: Can write more complex SQL queries.
  • Competent: Can implement complex database schemas.
  • Advanced: Can work on complex data migrations.
  • Expert: Can provide solutions to optimize database performance.

Cloud computing

Definition: The ability to leverage cloud-based technologies to store, manage, and access data and applications securely and efficiently.

Proficiency levels:

  • Basic: Can assist with guidance in simple cloud-related tasks.
  • Intermediate: Can contribute to cloud migration projects with minimal supervision.
  • Competent: Can design and implement simple cloud-based solutions.
  • Advanced: Can manage and optimize large-scale cloud deployments.
  • Expert: Can architect and oversee enterprise-level cloud strategies and implementations.

Deployment tools

Definition: The ability to select, configure, and use software tools and technologies to deploy and manage applications, systems, and infrastructure efficiently.

Proficiency levels:

  • Basic: Can perform simple tasks such as deploying a basic application.
  • Intermediate: Can implement essential continuous integration and continuous delivery (CI/CD) pipelines and troubleshoot common issues with deployment tools.
  • Competent: Can design and implement advanced CI/CD pipelines and troubleshoot advanced issues with deployment tools.
  • Advanced: Can design, implement, and optimize complex CI/CD pipelines.
  • Expert: Can design, implement, optimize, and innovate in building CI/CD pipelines.

Web development

Definition: The ability to create user-friendly, responsive, and visually appealing web applications that meet business requirements.

Proficiency levels:

  • Basic: Can create simple static web pages under supervision.
  • Intermediate: Can develop interactive web pages with user input and dynamic content.
  • Competent: Can design and implement complex web applications with multiple interactive elements.
  • Advanced: Can architect, design, and implement complex, scalable web applications while applying web security principles.
  • Expert: Can lead and mentor teams and drive the web development strategy for the organization.

Product management technical competencies

Project management and collaboration tools

Definition: The ability to effectively utilize software tools and platforms designed to plan, manage, and collaborate on product development and management.

Proficiency levels:

  • Basic: Can use project management software to track progress and coordinate with team members.
  • Intermediate: Can use project management and collaboration tools to create product plans and manage product development projects.
  • Competent: Can manage multiple product development projects concurrently.
  • Advanced: Can pull in reports to track product development, measure key performance indicators (KPIs), and optimize the process.
  • Expert: Can independently strategize, manage, and oversee multiple complex projects using these tools.

Wireframing tools

Definition: The ability to use wireframing and prototyping tools to create visual representations of product interfaces and user experiences.

Proficiency levels:

  • Basic: Can create basic wireframes and prototypes to illustrate product concepts and functionalities.
  • Intermediate: Can use wireframing tools effectively to create detailed wireframes and prototypes.
  • Competent: Can create complex and interactive wireframes, show user flows, and provide precise specifications that guide developers and designers effectively.
  • Advanced: Can create wireframes that illustrate functionality and optimize user experiences.
  • Expert: Can innovate within the wireframing and prototyping tools and suggest creative solutions to complex product management challenges.

Customer support tools

Definition: The ability to effectively use customer support tools for product improvements.

Proficiency levels:

  • Basic: Can use customer support tools to view customer support tickets and assist support teams.
  • Intermediate: Can analyze customer support data and identify common issues.
  • Competent: Can analyze customer support data and identify and prioritize issues.
  • Advanced: Can leverage customer feedback and plan future product enhancements for better usability and efficiency.
  • Expert: Can integrate customer support tools with other product management tools and processes.

Product analytics

Definition: The ability to collect, analyze, and interpret data related to product usage, customer behavior, customer support issues, and market trends to make informed decisions on product development.

Proficiency levels:

  • Basic: Can assist in creating basic reports to capture product metrics.
  • Intermediate: Can independently create detailed reports to capture product metrics.
  • Competent: Can create and manage dashboards, conduct basic data segmentation, and identify trends and patterns in user behavior.
  • Advanced: Can lead the creation of strategic reports and presentations on product performance.
  • Expert: Can design and conduct complex experiments, interpret data for strategic decision-making, and collaborate effectively with data scientists and analysts.

Finance and Accounting technical competencies

Financial planning and analysis systems

Definition: The ability to effectively use financial tools and systems to analyze data, forecast financial outcomes, and make informed decisions to achieve business goals

  • Basic: Can assist in preparing financial reports with guidance.
  • Intermediate: Can prepare financial reports with minimal direction.
  • Competent: Can design complex financial dashboards and presentations.
  • Advanced: Can use advanced data visualization techniques.
  • Expert: Can lead and manage complex financial analysis tasks and explain complex financial reports to stakeholders.

Accounting systems

Definition: The ability to effectively and proficiently utilize accounting systems and software to manage financial data, record transactions, generate reports, and make informed financial decisions.

Proficiency levels:

  • Basic: Can perform basic data entry, reconciliation, and report generation.
  • Intermediate: Can perform routine tasks, such as recording transactions and generating standard reports.
  • Competent: Can handle more complex tasks, such as customizing reports, setting up advanced features, and ensuring data accuracy.
  • Advanced: Can analyze data, implement internal controls, and optimize the system for their organization’s needs.
  • Expert: Can handle sophisticated financial analysis, system customization, and integration with other tools or systems.

Customer Success technical competencies

Customer Success systems

Definition: The ability to design and implement systems that ensure customer satisfaction, retention, and loyalty by understanding their needs and providing effective solutions.

Proficiency levels:

  • Basic: Can handle routine customer inquiries and issues using the system.
  • Intermediate: Can handle complex customer inquiries and issues using the system.
  • Competent: Can analyze customer data and identify trends and opportunities.
  • Advanced: Create and track customer success plans, setting goals and milestones for customer relationships.
  • Expert: Can generate reports and analyze data to gain insights into customer behavior, trends, and areas requiring attention.

Customer feedback and survey tools

Definition: The ability to design, implement, and analyze customer feedback and survey tools to gather insights and improve customer satisfaction.

Proficiency levels:

  • Basic: Can create surveys using existing templates.
  • Intermediate: Can create basic surveys independently.
  • Competent: Can create advanced surveys independently.
  • Advanced: Can manage the entire survey distribution, including scheduling and reminders.
  • Expert: Can use advanced analytics and sentiment analysis to extract valuable insights from survey results.

IT support technical competencies

Hardware knowledge

Definition: The ability to understand hardware components to troubleshoot and maintain systems.

Proficiency levels:

  • Basic: Can handle basic hardware maintenance procedures.
  • Intermediate: Can diagnose common hardware issues and suggest appropriate solutions.
  • Competent: Can handle hardware installation, replacement, and integration tasks.
  • Advanced: Can design and implement hardware configurations for specific business needs.
  • Expert: Can lead and manage large-scale hardware projects and teams.

Database management

Definition: The ability to design, develop, and maintain databases, ensuring data accuracy, security, and accessibility while optimizing performance and efficiency.

Proficiency levels:

  • Basic: Can perform simple data entry tasks.
  • Intermediate: Can understand basic database design principles and implement them.
  • Competent: Can design and implement complex database systems.
  • Advanced: Can design, implement, and manage complex database systems.
  • Expert: Can design, implement, manage, and optimize complex database systems.

Operating systems

Definition: The ability to effectively design and implement computer operating systems.

Proficiency levels:

  • Basic: Can perform basic tasks, such as installing software, managing files, and customizing settings.
  • Intermediate: Can troubleshoot common issues, including software installation problems and system errors.
  • Competent: Can manage and optimize an operating system for performance and security.
  • Advanced: Can design and implement complex system architectures and solutions.
  • Expert: Can lead design and implementation of complex system architectures and solutions

Network systems

Definition: The ability to design, implement, and maintain computer networks.

Proficiency levels:

  • Basic: Can assist in maintaining and monitoring network systems.
  • Intermediate: Can regularly maintain and monitor network systems.
  • Competent: Can manage and optimize network systems.
  • Advanced: Can manage, optimize, and secure network systems.
  • Expert: Can manage, optimize, secure, and innovate network systems.

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Emerging technical competencies examples

Gartner and McKinsey analyzed the latest trends in tech. This section will outline the top three competencies in-demand technical competencies.

Applied and generative AI

Definition: The ability to leverage artificial intelligence (AI) to solve business problems and create innovative solutions that drive growth and efficiency.

Proficiency levels:

  • Basic: Can use existing AI tools and models for basic use cases, such as image generation, content generation, copywriting, etc.
  • Intermediate: Can use existing AI tools and models for basic use cases, such as image recognition, natural language processing, data augmentation, etc.
  • Competent: Can identify the appropriate use cases for adopting AI tools in the organization.
  • Advanced: Can evaluate AI tools and select the best suited for the use cases.
  • Expert: Can lead to adopting AI tools in the organization.

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Blockchain

Definition: The ability to effectively understand, use, and work with blockchain technology.

Proficiency levels:

  • Basic: Can create and manage simple contracts and participate in blockchain projects or transactions.
  • Intermediate: Can understand advanced blockchain concepts like DeFi, sharding, etc, and work on more complex projects.
  • Competent: Can lead and design blockchain projects.
  • Advanced: Can identify potential blockchain use cases in the organization.
  • Expert: Can lead blockchain innovation projects at the organization level.

Cybersecurity

Definition: The ability to identify, assess, and mitigate risks related to information security, data privacy, and cyber threats to protect the organization’s assets and reputation.

Proficiency levels:

  • Basic: Can use essential cybersecurity tools and software to identify common cybersecurity threats and vulnerabilities.
  • Intermediate: Can use rudimentary cybersecurity tools and software to identify and respond to cybersecurity threats and vulnerabilities.
  • Competent: Can use advanced cybersecurity tools and software to identify, respond to, and mitigate complex cybersecurity threats and vulnerabilities.
  • Advanced: Can use advanced cybersecurity tools and software to predict potential cybersecurity threats and vulnerabilities.
  • Expert: Can lead cybersecurity projects and identify the right tools and processes to protect the organization’s assets and reputation.

How can my company identify technical competencies?

Identifying technical competencies is crucial in ensuring employees have the skills and knowledge necessary to perform their roles effectively. Here are the steps your company can take to identify this type of competencies:

Analyze job roles and responsibilities

  • Conduct job analysis: Review job descriptions, responsibilities, and day-to-day tasks for each role within the company. Ensure that job descriptions are up-to-date and accurately reflect the current requirements of each position
  • Gather input from employees: Interview employees currently in the roles, as well as their supervisors, to understand the essential tasks and challenges they face
  • Review performance data: Examine performance reviews and productivity metrics to identify what skills and knowledge are linked to high performance in each role

Consult with subject matter experts (SMEs)

  • Internal SMEs: Engage employees who are considered experts in your company’s field—they can provide insights into the essential skills and knowledge required for their roles
  • External SMEs: If necessary, consult with industry experts or professional bodies to understand the competencies that are standard and emerging in your industry

Benchmark against industry standards

Research and use existing competency models within your industry—many professional organizations and industry bodies have developed detailed technical competency frameworks that can serve as a reference

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Brainstorm and validate the relevant technical competencies for fulfilling job responsibilities

  • Rate the fit between tasks and competencies: Rate each competency’s relevance to the identified job responsibility on a scale (e.g., 1-3)
  • Calculate and highlight the most relevant competencies: Determine the average score for each competency and highlight the top ones needed for the HR role

Document and communicate

  • Competency framework: Develop a comprehensive document outlining the technical competencies for each role—include definitions, proficiency levels, and examples of behaviors for each competency
  • Training and development programs: Align your training and development programs with the identified competencies to ensure employees can develop and enhance the necessary skills
  • Performance management: Integrate the competencies into your performance management system to track and evaluate employee development over time
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Conduct a skills assessment

Evaluate current employees’ skills to identify gaps and critical technical competencies needed.

By following these steps, companies can systematically identify and implement technical competencies that align with their organizational goals and enhance employee performance.

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Example: Identifying technical competencies for a human resources role

  1. Analyze job roles and responsibilities: Key tasks include: - Recruiting and staffing - Employee relations - Performance management - Training and development - Compliance with labor laws
  2. Consult with SMEs: Interview top-performing HR professionals and people and culture leaders about what makes them successful
  3. Benchmark against industry standards: Review sales competency models from organizations like SHRM
  4. Brainstorm and validate all relevant competencies: - Recruiting and staffing: Candidate sourcing, interviewing skills, talent acquisition strategies - Employee relations: Conflict resolution, communication, negotiation - Performance management: Goal setting, performance appraisal, feedback delivery - Training and development: Training needs analysis, instructional design, facilitation skills - Compliance: Knowledge of labor laws, policy implementation, documentation
  5. Document and communicate: Develop a competency framework document and align HR training programs with these competencies
  6. Conduct a skills assessment: Assess the HR team to identify gaps in the critical technical competencies needed for success in their roles
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How do organizations use technical competencies?

The most significant advantage of defining competencies for each role is you set clear expectations. It will help you in:

  • Hiring: Include technical competencies in the skills sections of your organization’s job descriptions
  • Performance management: Assess performance based on the competencies—the most significant advantage of having competencies is the job expectations are no longer generic, and you can assess performance directly based on competencies
  • Role level expectations: Set career progression paths with clearly defined competencies for every role—employees can see the expectations at each job level and how they can grow
  • Promotions and career growth: Consider employees for promotions or succession planning based on whether they have the required competencies
  • Training: Build competency and career development plans and train employees to improve performance in their current role or grow to the following positions based on competencies

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In the dynamic landscape of modern business, the ability to accurately define, develop, and deploy technical competencies within your teams is not just a luxury. It is a necessity.

Deel Engage empowers organizations to transform the abstract concept of ‘competency’ into actionable, growth-centric frameworks. Here’s how Deel Engage stands out:

  • Competency frameworks: Craft a robust foundation for talent development with Deel Engage's competency frameworks—define the core, functional, and technical competencies critical to each role within your organization, ensuring alignment with business goals and culture
  • Customizable competency libraries: Populate your competency frameworks with templates from Deel Engage’s extensive libraries of skills and behaviors
  • Integration with performance management: Seamlessly integrate competencies into your overall performance management strategy
  • Development tools: Encourage continuous competence development growth—connect growth plans to competency assessments for a holistic view of employee development and facilitate meaningful conversations that directly relate to necessary skillsets and employee growth plans
  • HRIS: Easily manage HR for workers compliantly in 150+ countries

Talk to our experts about integrating different ‌types of competencies into your talent lifecycle and discover how Deel Engage can help.

FAQs

Technical competencies are the specific skills, knowledge, and abilities required to perform specialized tasks and use tools and technologies relevant to a particular job or industry. These competencies enable individuals to execute their roles effectively and efficiently by leveraging their expertise in specific technical areas. Technical competencies are often industry-specific and can vary widely between professions.

Technical competencies are often acquired through formal education, specialized training, and certifications.

Technical competencies have the following key characteristics:

  • Specialized knowledge: Detailed know-how of specific fields, technologies, or methodologies
  • Technical skills: Proficiency in using particular tools, software, equipment, or techniques
  • Practical application: Ability to apply technical knowledge and skills to solve problems, perform tasks, and create solutions in real-world settings
  • Measurable: Technical competencies are often quantifiable and can be assessed through testing, certifications, or practical demonstrations

The following represent examples of technical competencies:

  • Software development: Knowledge of programming languages (e.g., Python, Javascript, Java, C++), software engineering principles, and development frameworks
  • Web development: Knowledge of data representation languages (e.g., CSS, HTML)
  • Data analysis: Proficiency in statistical analysis and big data, data visualization tools (e.g., Tableau, Power BI), and programming languages for data manipulation (e.g., R, SQL)
  • Network administration: Understanding of network protocols, configuration of routers and switches, and cybersecurity principles
  • Technical writing: Ability to create clear, concise, and user-friendly documentation, manuals, and reports for technical processes or products
  • Graphic design: Proficiency in design software (e.g., Photoshop), understanding of design principles, and ability to create visual content

Functional competencies are specific to a particular business function or role within an organization. They are necessary for performing job duties effectively. They include competencies like project management, budgeting, and strategic planning.

Technical competencies refer to the specialized knowledge and skills required to perform specific tasks related to a particular field or profession, such as coding, data analysis, and engineering.

For instance, workforce planning is a functional competency for an HR, and knowledge of the human resources information system (HRIS) tool is a technical skill.

Core competencies are central to the company’s identity and operations. They are typically soft skills like communication, teamwork, and leadership.

Technical competencies are job-specific skills and knowledge required to perform particular tasks or activities within a job role. They are often industry-specific and include abilities such as software programming, equipment operation, or technical writing.

Technological competencies are specific technical skills and knowledge related to the use and understanding of technology. These competencies enable individuals to effectively use, manage, and understand technology within their job roles. Examples include proficiency in using software applications, understanding IT systems, and staying updated with technological advancements.

A technical competency framework is a structured system that defines and categorizes the specific knowledge, skills, and abilities required for jobs within an organization or industry, particularly those that are technical. It provides a clear roadmap for employees and managers to understand the technical skills and proficiencies needed to perform and excel in particular roles.

A technical competency framework has the following elements:

  1. Competency definitions: Clear descriptions of each technical competency, detailing what it is
  2. Proficiency levels: Defining the different levels of proficiency, ranging from basic to expert
  3. Behavioral indicators: Specific behaviors or actions demonstrating a particular level of competency proficiency
  4. Role mapping: Linking specific competencies to specific roles or job profiles within an organization or at distinct levels
  5. Assessment tools: Methods or tools to evaluate an individual’s proficiency in a given competency
  6. Alignment with organizational goals: Ensuring that the technical competencies support the broader objectives and mission of the organization

By implementing a technical competency framework, organizations can standardize the skills and knowledge they expect from employees, making it easier to recruit, train, develop, and evaluate staff based on consistent criteria.

Yes, technical competence is considered a hard skill. Hard skills are specific, teachable abilities or knowledge sets that are often quantifiable and typically learned through formal education, training, or practical experience.

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