As easy as one two three
1. PLAN - Develop a Talent Strategy Aligned with the Business Strategy
Determine what talent is needed now and in the future to achieve your business goals. Analyze the gap between the talent you have now and the talent you need. Design a talent strategy to close the critical gaps in your workforce. Create a framework for including competencies in your talent management practices.
2. DEVELOP - Develop Job Competency Models and Applications
Follow a six-step model-building methodology as taught in our certification workshop and online instructional program. Build new models and update existing models. Tailor the models to the organization’s vision, mission, and shared values. Build better models in less time using a tested and cost-effective competency dictionary.
3. IMPLEMENT – Integrate and Optimize Talent Management Practices
Include competencies in performance management, succession planning, assessment and selection, training and leadership development. Provide employees and managers with customizable tools, including: Competency Development Guide, eDeveloper™ online development, Competency Interview Guides, 360°Feedback Assessment ProcessLearn More
Organizations that have
successfully taken these three steps
Features of our talent
Practical & User-Friendly
Advanced technology that does not require a PH.D. to understand. Services and products have been tested and applied in the real world, to be used by employees at all levels.
Highly Experienced Support
Provided by six senior consultants, each with over 30 years of experience in job competency modeling, competency-based talent management, and organization and leadership development
Everything, including the competency dictionary, interview guides and development guides, and on-site workshops, can be customized.
Based on the original job competence assessment methodology developed by Dr. David McClelland and McBer in the 1970's.
What Clients Are Saying
In an environment where everyone is quick to tell you the value of competency models, Workitect is one of the few organizations that actually teach a repeatable process for building customized models.
Workitect taught us how to build effective competency models. More importantly, they shared with us ways to use the models. We established hiring and selection criteria, created effective training and development courses, and developed unique incentive reward programs. If you want to learn to internalize the processes of competency modeling, you can't pick a better organization to show you how.
Workitect's competency modeling process gave us a solid foundation to select and develop high performing branch managers and customer service reps. Their consultants worked well with all levels - from executive to front-line employees. They were professional, easy to work with, and good at sharing their expertise and organizational insight with us.