The role of the HR function has changed from a "support service" to a strategic function. This change of role is crucial for an organisation to have a cutting edge in today's environment. Thus, apart from selection the focus is more on grooming employees and retaining them.  A focus on the development of skills, competencies, knowledge, etc is required so that employees are groomed to take higher responsibilities and thus helping in retaining them.   Some common methods of development are:   Planned job rotations   Class room training   Special projects   Development centres   Deputation   Developmental processes   Self development   Coaching / mentoring

However a competency based development is a more scientific and focused method for development in line with the organisation's vision and strategy. It is a process to develop individuals on specific competencies depending on the requirement of the organisation.  Corporations need to focus on competencies as a means to repeatedly produce success. Competencies provide a basis for assessment, development, career pathing and compensation. A competency based development helps in identifying the gaps between the current job and the expected / target job. Hence a development programme can be decided based on the gaps, which is inline with the need of the organisation.   Example :  A Company wants its high performers to rise 2 levels above in the next 3 years time.  Assessment of the existing competencies is done and those desired for the higher level are identified. Generally from a middle management to senior management there has to be a shift from human and technical related skills to more of conceptual skills. Depending on the gaps a development programme can be designed to bridge the gap.