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Look at capability framework examples to better understand how to build your own
There are a few core pillars of a capability framework including core capabilities, sub-capabilities, competency levels and the optional specialist capabilities. The Acorn experts are quick to note that existing business processes and policy language will shape the language of the capability framework.
"Researching pre-existing frameworks helps you create clarity around what pain points are being solved or opportunities will be exploited by a capability framework," said Blake Proberts (CEO and Co-Founder). "It also gives you an idea of what details to include that meet your business needs, such as levels of granularity, measures for assessment, and the strategic outcomes you want to achieve with a framework."
Capability frameworks exist within both enterprises and the public sector. Enterprise frameworks tend to focus more on defining strategic drivers while public sector frameworks place a heavier emphasis on career planning and development.
Enterprise or private sector capability frameworks are hard to find, and for good reason – they are an organisation's secret sauce recipe. Still, the Acorn experts have found and explored Deloitte's Leadership Capability Model and The Learning and Performance Institute's (LPI's) Capability Framework.
Public sector frameworks are much more accessible. Two solid examples that can be found include the NSW Public Service Commission Capability Framework (AU) and the Office of Personnel Management Competency Approach (USA). While the American vernacular uses competency, the Acorn experts and many industry thinkers prefer capability.
You can read the Acorn experts' full article elaborating on capability assessments on Acorn Labs: https://hubs.ly/
Pursuit Technology is one of Australia's fastest growing HR technology companies. Pursuit, via Acorn LMS, takes a different view to strategically enabling HR and L&D teams compared to traditional providers. Rather than focusing on analytics after learning experience, their products use workforce planning and capability frameworks prior to any learning. By linking to a company's strategy, Pursuit products can inform organisational capability gaps and suggest education, deliver this education, then measure the impact – proving business impact by the HR and L&D team in a quantifiable way.