A SEFIX-based Job Competency Model is a framework used to assess the skills, knowledge, behaviors, and attributes required for successful performance in a particular job or role within an organization. It helps to identify the key competencies or capabilities needed for employees to perform at a high level and contribute to the organization's goals. These competencies are often categorized into a combination of technical skills, soft skills, and behavioral traits.

However, For each business model and industry, you can customize the weight percentage for each competency component in the competency model to match your organization's needs.

Role Components

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In the management model, a job role is not a responsibility, and vice versa, some people mistake a role as the job title, but there is more to it than just a designation.

The whole management process in business generally and the Software Engineering industry, in particular, it is comprised of different roles. It is possible for two or more people to have one or the same role, depending on what they do; But there are roles that are solely focused on the project management side of things, while others are more on the technical side.

The most common roles you will find in an organization of Software Development and Services setup include the Business Leader, a Project Manager, a Data Analyst, a Software Business Analyst, and a Team Leader. These roles then come with corresponding responsibilities or the specific Key Result or KPI results that are expected from these roles.

Responsibility Components

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Each role is responsible for defining one responsibility or many responsibilities within the organization, these are teams or committees tasked to do them.

He and she can do about it through various ways, using several models, methodologies, tools or software, and depending primarily on the types of the business or the operations of the organization, as well as the missions or goals, such as some of the common activities undertaken in the process of software development.

Professional/Job-Specific Competencies

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The Professional Skills component in Competency Model is an ability and capacity acquired through deliberate, systematic, and sustained effort to smoothly and adaptively carry out complex activities or job functions involving technical skills, business skills, management skills, cognitive skills, personal skills.

Specialized Engineering Skills

Specialised Engineering skills may relate to a specific job, task, enterprise discipline or area of particular knowledge and skills. Depending on their experience, interest and further learning, individuals may possess one or several specialised skills.

Rare and Advanced Skills

People have advanced skills or expert skills will be rewarded and company shall seek to recruit, retain and reward our employees to match the task in short terms as well as long terms.

Subject Matter Expert and Proficient (SME)

SME is a person who has special skills or knowledge on a particular job or topic. SMEs are highly accessed by instructional designers to extract intelligence when developing courseware and learning programs.

Business Skills

The grade of the business/domain skills is to give an employee a competitive advantage as they compete for position in the best projects and eventually for the highly coveted jobs after.

Management Skills

Management skills can be nearly anything that enables you to manage others effectively. While some skills will vary based on your industry, there are several that are universal across nearly every work environment such as Motivation, Problem Solving, Professionalism, Communication, Technical Skills, Innovation, Negotiation.

Leadership Skills

Leadership skills are skills that an employee use when organizing other people to reach a shared goal such as Delegating, Effective Feedback, Conflict Resolution, Organization, Team building.

Soft Skills

Personal skills has categorized into two ways: soft skills and hard skills. Soft skills are attitude, personality, emotions, habits, natural languages, communication style, and social manners.

In contrast, hard skills are more specific and are often associated with a task or activity, most times job-related is professional skills .

Performance Indicators

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In Competency Model, SEFIX has provided objective evidence of progress towards achieving a desired OKR or KPI result (by points or efforts) via working in scope or out of scope of projects.

SEFIX has divided the Contribution component into three forms:

• Organization Contribution
• Project Contribution
• Personal Contribution

Project Contribution

Project Contribution are individual mandatory / voluntary efforts or time that contributed to a one project or more projects which in scope or out scope of their department.

Personal Contribution

Personal contribution means employee's giving something away during working — whether they are knowledge, skills, or experiences.

• Training / Coaching / Mentoring Team Members.
• Development of Question / Hypothesis.
• Data / Technical Researchs.
• Literature Review.
• Analysis Strategy.
• Analysis code.
• Code Review.
• Work Planning and Organization.
• Improving Teamwork and Collaboration.
• Testing Code and Procedures.
• Writing Reports.

Years/Months of Work Experiences

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Years/Months of Work Experiences in job-specific job are individual efforts or time that worked in specialized activities of one project or more projects which in scope or out scope of their career paths.

In Competency Model, SEFIX has defined the Knowledge and Qualification component is what is refers to awareness of or familiarity with various technologies or platforms, business domain, procedures, or ways of creating things.

SEFIX has divided the knowledge component into three objects:

• Specialized Knowledge and Methodology
• Education Background
• Professional Certifications

and based on three scopes:

• Personal Knowledge (Education and Qualifications)
• Procedural Knowledge (Methodologies and Knowledge)
• Propositional Knowledge (Professional Certifications)

Technology (Specialized) Knowledge

In the context of the IT business enterprise or the software engineering, Technology knowledge refers to what how to create software products, software solutions, software services, such as how to develop Enterprise Resource Planning software.

Methodology Knowledge

Methodolody knowledge relates to academic program, technology and business trends, resource references, and science facts in industry on the world such as a employee understands how Methodology can improve the performance and storage capacity for huge database.

Qualification and Certifications

Because the qualifications and certifications prove that an employee has successfully completed some testing or assessment which will meet the skills of job requirements.

SEFIX adds the value of qualifications and certifications and provides a context for positioning them within the skills needed by industry and business.