What's the take into account expertise frameworks?

One of my clients asked for me lately, what is the take into account expertise frameworks? As far as he was engaged they just seemed to be getting in the way of his process for supporting people comprehend their projects - just another bureaucratic company process which ate up initiatives and offered returning little in circumstances of real benefits. I sympathised with what he was saying, but knowledgeable distressing with rubbishing what, for me, is one of the concepts of contemporary performance management. So I developed my own history of benefits and disadvantages and here’s what I came up with:

Against:
1. Competencies are often indicated at such a sophisticated level (‘innovativeness’, ‘leadership’) as to be ineffective and in no way noticeable.
2. At the other extreme, abilities can in such information and so particular to a particular viewpoint as to be unworkable.
3. Competency frameworks are hard to develop. They want a particular information the job in question and a chronic focus to think in circumstances of what employees need to be able to do rather than what they need to be.
4. They are even more hard to maintain, particularly once the initial hurry of interest has … well … hurry.
5. Assessing abilities against a information of evidence is complex and time-consuming. However, a simple very very subjective position may not be absolutely effective.

For:
1. Evaluating someone’s performance on the causes for what they can actually do is a whole lot better than examining them by their individual functions, their qualifications, the interval of your energy they spend on an activity or even their information.
2. Competencies focus on the outcomes of a opportunity to comprehend not the facts in circumstances of how you found. So, someone who can do a job on the causes for their experience or their individual analysis is evaluated the same way as someone who obtained those same abilities through formal learning.
3. Competency frameworks provides the foundation for creating learning activities and content. This has to be much better teaching what you like teaching or what you independently believe in.
4. They also provide the foundation for anyone technique their individual development. It should not be strange how you get to be promoted.
5. And they also provide the groundwork for more objective performance views.

So, what do you reckon? Should we keep them?

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