Tools & Downloads

Competency frameworks

 

Designing a unique competencies framework in a company could be a very powerful instrument of HRD if all HR processes (i.e. appraisal, evaluation, assessment, 360°, leadership training, promotion, etc.) are related to it. One crucial prerequisite is of course that each and every member of the staff is familiar with it and is committed to the company´s competencies model.

Starting this process you have to think about the following questions

  • What do you expect from whom?

Employees, experts, leaders...

  • What are the requirements / specifications of the job?

Account, sales, production, service, economics, IT...

  • What are the abilities, skills, powers, acumen, etc. needed to perform excellent and create success.

The prerequisites to do the job in the best possible way...

  • What are the most important competencies to accomplish all targets in this position?

           There are general and specific competencies...

There is no common model: it always has to be adapted to the company´s leadership culture!

To win qualified managers for future challenges on all levels a systematic and valid prediction of general behaviour and professional performance is the safest way to put the right man / woman into the right position.

There are many ways to assess potential, such as appraisal discussions, tests, audits, competency based interviews, etc.

The most “objective” way seems to be an Assessment- or Development Centre conducted by professionals with a scientific approach.

The Methodological Basis

  • Simulation of future requirements
  • Represented in different situations and tasks
  • Competency based observation
  • Objectivity by several trained observers
  • Summary of differentiated strengths – weaknesses profiles
  • Conduction of learning- / development plans
  • Recommendation of potential statements
  • Perception by trained observers about present competencies for future challenges

Customized Competencies Frameworks

Potential-Criteria (Competencies) are similar and different in different companies!! 

It all depends on the company leadership culture and the requirements of the leadership level.

Some common Competencies can be found with different or varying descriptions.

  • The Cognitive Competencies
  • The Motivating Competencies
  • The Directing Competencies
  • The Achieving Competencies

...and as an add on:

  • Professional Competencies
  • Social Competencies
  • Cross-cultural Competencies

Transform your Leadership Guidelines into a competencies framework

Create the matching Competencies Model for all HR  processes

  • Describe explicitly the criteria of each competence
  • Involve all leaders as owners of the process
  • Implement Observer Trainings
  • Enable and inspire leaders for the process
  • Identify Potential Candidates on all levels

Construct Development Centres tailor-made for the different levels

  • Find exercises in which the criteria can be shown
  • Assess the criteria qualitatively (by behavioural descriptions) and quantitatively (by evaluation on a scale)
  • Provide a sophisticated record of individual profiles
  • Find recommendations within the group of observers regarding promotion and individual development advice

Main Benefits

  • Implementing a Competencies Model into a company is an HR-success story!
  • It is ONE systematic process engaging all HR-instruments
  • It is an ideal leadership training for all levels
  • It provides sustainability in all procedures
  • It backs up employee engagement and job satisfaction

...and:

It improves your leadership culture

Free* (*with sign in required)

 

 

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