Many companies are building their own competency models without the help (& expense) of external consultants. More than 1,000 HR professionals have [...]
There are three approaches to building a competency model: 1) Research 2) Intuitive 3) Balance of Research and Intuitive 1. Research Approach [...]
In the Multiple Jobs Approach, competency models are developed simultaneously for a set of jobs (e.g., all professional jobs in marketing; all [...]
Results Orientation Results Orientation is a competency that is defined as focusing on the desired end result of one’s own or one’s [...]
What value is added when human resource applications are built on a foundation of job competency models? Career Pathing and Retention Job [...]
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.
When Marissa Mayer took over the leadership at Yahoo!, headlines of radical changes to strategy, direction and company policies flooded the papers. [...]
Last March, we wrote about the benefits and challenges of using competency models for succession planning and mentoring leaders. In today’s employment [...]