Modeling of competencies
The modeling of competencies is one of the most problematic areas in personnel assessment and development.
Firstly, the corporate competency model serves as the grounds for most HR management processes. Secondly it should prove easy to apply the model for assessment purposes using special methodologies (for example the Assessment Center) and during observations at the work place.
We comply with international standards in the development of competencies:
- We are trying to develop a model, which will be effective both now and in future at the organization.
- The optimal model should contain 5-10 competencies, which include behavioral indicators that are customized for a specific organization and specific position.
- Specific conclusions on the developed competencies should be confirmed by corresponding statistical methods.
- During the development of the competency model we seek to understand the specifics of each position and when building the model perform a comprehensive analysis of the position.
- In addition to standard methods for analyzing the work (critical incident method, repertory grids, forecasting interviews, attribute hierarchy method, analysis of documentation and observation), we use a special strategic analysis method, which makes it possible to draw an expert opinion on the competencies required by an organization’s employees to attain its strategic goals, even if managers don't talk about it.
What can we offer?
- Development of competency-based models for a company as a whole, sub-division or specific position
- Expert analysis, validation and adjustment to the existing competency-based model to achieve the objective of checking the extent to which the existing competency-based model complies with business requirements, taking into account its strategic goals or rapid market changes and update the competency model.
- Adaptation of the corporate competency model to the Russian market to enhance the performance of the corporate competency model, with due account of the specifics of the Russian market and reality.
- Advice and assistance with the implementation of the competency-based model in the company. We provide comprehensive support and advice to our clients at the implementation stage of the competency-based model. We provide recommendations on how to use the competency-based model and ways of implementing it in the company. We conduct seminars on how to use the competency model when recruiting and assessing the model, performing attestation meetings and forming an effective team. Our consultants will help you implement the competency model not only at the time of its development and transfer to the company, but also advise you at the first stages of its use.
- Transfer of the technology for modeling competencies to optimize costs on the development of the competency model, we provide training on the methods for analyzing work and transferring technology to clients.
- Provision of the standard competency-based model to resolve different HR tasks, in instances where there are limited resources for the development of a competency-based model or introduction of amendments to the model. (for example, should it prove necessary to rapidly perform an assessment, where is no time to develop a competency-based model)
For these purposes, we provide a standard competency-based model “20 dimensions”.
We offer clients that want to independently develop competencies for the organization or for specific positions a unique tool for the development of the competency-based model at the organization.
“Palette of competencies”
- Makes it possible to model competencies for any level of professionals and managers
- Developed for Russian business
- Covers three levels: professionals, managers and senior management
- Contains a list of positive and negative behavioral indicators for each competency
- Saves materially on the resources required for the development and implementation of the corporate competency model
The “Palette of competencies” can be used by all the professionals, who take part in personnel assessment and development procedures. In addition to the modeling of competencies, the palette can be applied for personnel recruitment and performance appraisals.
