Competency Modeling – Research or Intuitive Approach
There are three approaches to building a competency model: 1) Research 2) Intuitive 3) Balance of Research and Intuitive 1. Research Approach [...]
What will key users of a competency model need from it?
The planning of a competency model requires identifying the most important stakeholders and users and considering how they will want to use [...]
How to Successfully Implement a Competency Model
Business Meeting --- Image by © 2/Ocean/Corbis From "Practical Questions in Building Competency Models", [...]
The Multiple Jobs Approach to Building Competency Models
In the Multiple Jobs Approach, competency models are developed simultaneously for a set of jobs (e.g., all professional jobs in marketing; all [...]
Develop Results-Driven Leaders
Results Orientation Results Orientation is a competency that is defined as focusing on the desired end result of one’s own or one’s [...]
The Benefits of Competency Based HR Applications
What value is added when human resource applications are built on a foundation of job competency models? Career Pathing and Retention Job [...]
Seven Steps to Developing a Competency
Acquiring competencies has seven steps: (1) identification of the required competencies, (2) self-assessment, (3) observation and study, (4) practice, (5) feedback, (6) goal-setting, and (7) on-the-job support.
The Business Case for Competencies
In 1996, to get a sense of how business and human resources strategy might impact decisions about competency applications, companies were asked to state their primary business strategy objectives, how their HR strategies support these objectives and the intended purpose of implementing competency-based applications. Many of the findings also apply to today and can provide insight into the challenges and opportunities facing organizations that are implementing competency frameworks and applications.