In Good Times & Tough Times, You Need Competent People
People. Not money, not buildings, not tools. Competent people are your most valuable resource. And in tough times,…
HR
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Is Your Performance Management System Working?
If it isn’t working, consider a… COMPETENCY-BASED PERFORMANCE MANAGEMENT SYSTEM Many organizations are becoming more interested in…
Difference Between Job Descriptions and Competency Models
Job descriptions are often equated with job competency models. While similar in content, there are important differences. They…
Key Concepts of Career Development
Whether functioning as a supervisor, coach or employee, a review of several concepts relating to career development…
The One-Size-Fits-All Competency Model
SINGLE JOB MODEL > ONE-SIZE-FITS-ALL MODEL > MULTIPLE JOBS MODELS Business people business people top view people group…
Collecting Data to Build Competency Models
The project plan that is completed in Step 2 (Project Planning) will have included one or more methods…
Conducting Behavioral Event Interviews
STEP 3 – DATA COLLECTION A Behavioral Event Interview is a 1 to 1½ hour interview, in which…
Build Models With Input From Job-Holders
SECONDARY DATA COLLECTION METHODS Observation of Job Holders Observation of job holders can be helpful in developing competency…
Using Competencies To Enhance Employee Performance
In the late ’90s, the American Compensation Association (now WorldAtWork) sponsored a research study titled “Raising the Bar…
The Trainer’s Role in Developing Competencies
Competency modeling provides a truly ideal framework for your training programs. Studies show that competency-based training offers a…
Talent Management: The Strategic Connection
There is one key element that defines the effectiveness of implementing competencies into a talent management system, and…
Better Hiring, Less Firing
Hiring employees is one of the most crucial decisions an organization or business owner will make. Compensation certainly…