1. Strategic Alignment – Align competencies with vision, mission, and business goals.
2. Job & Role Analysis – Identify core and functional competencies through interviews and profiling.
3. Competency Design – Define competencies with clear behavioral indicators across levels.
4. Validation & Customization – Refine the framework with stakeholders for cultural fit.
5. HR Integration – Embed competencies into recruitment, performance, L&D, and succession planning.
6. Capacity Building – Train HR and managers to use the framework effectively.