At their most fundamental level, competencies provide a consistent and valid language of performance, which can be used to make more objective judgements about employee success and potential. They’re also used to describe the behaviours and attributes that reflect organizational values and expectations, which can often be difficult to operationalize and measure.
Ideal for organizations that want:
to clarify employee expectations for current and future roles.
to make more objective judgements about employee performance, fit and potential.
to translate values and strategies into practical behaviours.
Without a defined competency model, employees and their managers often have to rely on their subjective judgement to determine what’s expected of them and how their efforts might be measured.
A well-defined competency model to inform talent management projects.
Our process is designed to help clients create a clear and effective model of performance and behavioural expectations. Ultimately, the goal is to develop a model that’s useful, practical, and enhances and informs any HR project - from recruitment and selection to performance management, employee development, promotion and succession planning.
Needs Evaluation
to understand why the model is being created, how it will be used and ideal outcomes. This includes a discussion of best practices in building, using and fostering support for competency models.
Background Review
of performance management materials and strategic plans to estimate the format, number of competencies and behavioural indicators, and other details required for developing a suitable competency model.
Competency Creation
in partnership with key stakeholders, ensuring competencies are designed in line with best practices, including being clear, simple, independent, observable and critical to performance.
Validation
to ensure the model measures what it was designed to measure, with content validation through SMEs and criterion validation through assessing a representative sample of employees against the model.
Refinement
to further increase its usefulness or in response to changing needs and circumstances, by surveying individuals who have used the model in various capacities and can provide feedback on its relevance, clarity, and value.