Values and Competency Management
Promote and shape the skills and behaviours for success
Competencies are usually defined in terms of expected observable behaviours. Competency models designed for simplicity are necessarily very generic, and therefore hard to measure. They are often perceived as lacking in relevance to individual work environments.
But competency models that are more specific and useful, quickly become highly complex and subject to information overload.
HRadvance Values & Competency Management provides a simple interface for comprehensive competency models. It allows you to configure your own library of competency profiles covering values, organisational citizenship behaviours and job specific technical competencies. Or you can use our generic competency libraries.
Use these tools to:
- Communicate competency expectations
- Manage individual on-the-job training
- Evaluate competencies and identify gaps
- Plan and track competency development
- Define career tracks
- Plan for succession.
Individual Competency Profiles are automatically linked to HRadvance Journal and HR Advance Performance Review
A competency evaluation survey can be created for use at any time for self assessment, peer, manager or direct report review and feedback.
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Case Study
"Competency management helps us improve our effectiveness in three areas: recruiting/staffing; development of current employees; and succession planning.
For prehire purposes, we utilize competency models to help us determine who we want to bring on board.
For existing employees, we use competency models to aid in their development,
and for succession planning, we use competency models to assess promotability.
On an overall basis, we utilize these models to ensure we have the right person in the right job at the right time with the right skills - EVERY TIME"
Respondent:
Competency Management: The Link Between Talent Management and Optimum Business Results
Aberdeen Group Survey
August 2007
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