Understanding General and Technical Competencies
For an organization to thrive, its general and technical competencies must be very clear to the decision-makers. Only after knowing your company's [...]
How to Include Competencies in Job Descriptions
Job descriptions, under a variety of names and formats, are used in most organizations. Most human resources information systems incorporate them [...]
Seven Factors To Consider Before Building Competency Models
There are factors to consider before attempting to develop and implement a competency framework for talent management - factors that can make or break your best efforts.
Creating Competency-Based Talent Management Processes – Case Study
Air Canada looked for a consultative competency-modeling workshop that could be built upon its own internal data, and tailored to different segments of its HR department, for a variety of applications. It was also seeking guidance on current best practices for organizations with similar challenges. Workitect provided the workshop and a competency dictionary.
Including Emotional Intelligence Competencies in Competency Models
The definition of a competency that Workitect uses is that it is a “skill, knowledge, or underlying characteristic of an individual, [...]
Quick-Start Competency-Modeling Program
The Quick-Start Competency-Modeling program enables a competency dictionary licensee to build basic competency models using focus groups, supplemented with optional job task analysis interviews.
Time Required to Build a Job Competency Model
An example of process for building a job competency model using Workitect’s Six-Step Model Building Process
Identify an Organization’s Core Competencies
Core competencies define what an organization does best—distinct strengths that drive strategy and long-term success. This guide explains how to identify 1–4 competencies required of all employees, translate them into measurable behaviors, and embed them into job models and a full competency framework.