Examines the history, principles and current practice around competence and competency frameworks
Competency frameworks, when done well, can increase clarity around performance expectations and establish a clear link between individual and organisational performance. When developing and implementing a framework, care needs to be taken to balance detail with flexibility and avoid an overly prescriptive and non-inclusive approach.
This factsheet investigates the nature of competence and competency frameworks, both in theory and practice. It highlights the strengths and weaknesses of competency-based approaches and offers guidance for developing and implementing frameworks effectively.
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
Follow this pathway of practical tools to build and present an evidence-led business case for learning. Work through the three structured stages, one step and one conversation at a time.
Compare your health and wellbeing practices with the latest trends, drawn from CIPD 2026 research data.
Benchmark your employees' perceptions of work life balance against 2026 CIPD research data
Use these tools to build L&D's influence and impact, by strategically aligning skills and capability planning with wider organisational performance and outcomes.
Outlines matters that employers should consider when it comes to the health and safety of their workers
Learn what modern slavery is, as well as HR's role in preventing and tackling it
Explores mental health issues in the workplace focusing on supporting employees’ mental health
This factsheet examines what the psychological contract is, why it's important and the strategic implications it has on the employment relationship