The modelling of competencies is one of the biggest problem areas in staff assessment and development.
Development of competencies
Firstly, the corporate competency-based model serves as the framework for most HR processes, secondly, it should be easy to apply for assessment both through special methodologies (for example, assessment centres) and also during observation at the workplace.
We seek to develop a model for the organisation which will be effective both today and in future.
The optimal model should contain five-ten competencies which include behavioural indicators that are customised for a specific organisation, specific position.
Specific conclusions regarding the developed competencies should be confirmed by corresponding statistical methods.
During the development of the competency-based model, we seek to understand the specifics of each position and always draw on a comprehensive analysis of the position when building the model.
In addition to the standard methods used to analyse 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 organisation’s employees to attain strategic goals, even if managers don’t talk about it.
What can we offer?
- Development of a competency-based model for the company as a whole, for a division or a specific position.
- Expert analysis, validation and adjustment to the existing competency-based model for the resolution of a task: To check 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-based model
- Adaptation of an international corporate competency-based model to the Russian market to enhance the performance of the corporate competency-based 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-based model when recruiting and assessing staff, performing attestation meetings and when forming an effective team. Our consultants will assist you with implementation of the competency-based model not only at the time of its development and transfer to the company, but also advise you during the first stages of its use.
- Transfer of the technology for modelling competencies. To optimise costs on the development of the competency-based model, we provide training on methods for analysing 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 adaptation of the model. (For example, should it prove necessary to rapidly perform an assessment when there is no time to develop a competency-based model)
For these purposes, we recommend the competency-based model “20 dimensions” (standard model).
We offer clients that want to independently develop competencies for the organisation or for specific positions a unique tool for the development of the competency-based model at the organisation.
Services on the corporate culture implementation
