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Competency Models
and
Talent Management
Made Simple
Our belief is to balance comprehensiveness with practicality to maximize the level of buy-in from employees and management. We come in curious to learn what great truly looks like within the context of the client’s own world. We start out with a blank canvas, then bring it to life based on what we hear from key client stakeholder interviews.
Competency Models
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Identify the behaviors, knowledge, and motivations important to successful performance in each target role
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Group these elements into competencies
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Determine those that are essential for effective performance in the target role
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Deliverable:
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A comprehensive report that explains in detail what the core competencies are for the target role, and how the process was completed.
Job Descriptions
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Ensure that the current descriptions reflect the true activities and needs of the position
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Update the documentation using best-practices to meet/exceed Department of Labor standards
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Validate the final descriptions match the organization’s compensation structure
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Deliverable:
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An updated or new Job Description document that is consistent with your organization's existing documentation format, tier and compensation structure, etc.
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Interview Guides
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Role-specific tool that focuses on evaluating a candidate’s skills, knowledge, and abilities against the desired competencies
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Framework to support a comprehensive and efficient selection process
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Train interviewers on how to use the tool while conducting behavioral-based interviews
Deliverable:
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One or more guides for each target role that include step-by-step reminders for each stage of the interview process, sample questions for each core competency, and rating system to help determine the best-fit candidate.
Performance Management
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Ensure that the current process, tools, and materials are culturally aligned and focus on what really matters for individual and organizational success
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Validate that all key elements are included in the assessment (i.e. organizational goals/results, individual goals/results, competency ratings, etc.)
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Update the process, tools, and materials to include agreed upon changes.
Deliverable:
Revised or new Performance Review process, tools, and/or materials aligned with the organizational culture, mission, and values, as well as the role-specific competencies.
Career Path Planning
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Provide stakeholders with a clear view of what competencies are needed to be successful in each role and to progress in the organization
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Align and compare the core competencies from position to position in the organizational hierarchy
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Provide a roadmap for professional career growth that encourages open discussion and self-development
Deliverable:
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A visual layout and progression depicting the evolution, continuation, or changes of the core competencies from position to position in the organizational hierarchy.
Development Programs
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Conduct a review of existing, in-house training and development programs
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Match training and development solutions with identified competencies
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Empower ownership of development plans and create accountabilities for execution
Deliverable:
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A comprehensive list of development solutions for each target competency that can be used in creating individual development plans.
Succession Planning
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Provide stakeholders with tools, systems, and knowledge to objectively assess the needs of the organization against the existing internal talent
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Provide the means to characterize each employee in appropriate terms
Make determinations about available successors and their readiness to ensure business continuity
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Create the necessary plans to develop or acquire the talent needed to fill key positions
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Deliverable:
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A comprehensive program that supports the organization’s need for ready talent to fulfill its strategic objectives and ensure business continuity.
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