Competency Management
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Competencies at the heart of human resource management
Over the past 20 years, competencies have marked an important turning point in human resource management. In fact, competencies have not only enabled precise communication of organizational expectations, but also improved evaluation of individuals in filling vacant positions, developing training programmes or identifying successors. Competencies have become an essential tool that links all HR processes together in order to build a more coherent and powerful system.
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Leadership Development Strategy
Important questions to consider before developing competency profiles: 1. What is our strategy? 2. What type of company do we want to become? 3. What kind of organizational capabilities do we need to achieve this? 4. Which competencies will help us develop these capabilities? It is important that competencies are directly related to the strategy of the company and that they make it possible to carry out the forthcoming changes.
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Creation of a Competency Architecture for the Organization
Design of the competency architecture and technical and non-technical competency profiles
Designing of competency profiles should follow the model above. In each profile, there should be core competencies, which are applicable to everyone. They often translate the values of the company. The technical competencies are as important as non-technical competencies to administrative operations, professionals and certain managers, but for management, non-technical competencies are of primary importance.
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Preparation of training and development activities based on the 70-20-10 structure
For each of the 67 competencies of the Leadership Architect®, we made a selection of products and services available from suppliers of audiocassettes, videocassettes, books and inter- or intra-company training and put together a databank from which you can develop personalized learning plans.
We also suggest activities that are carried out within the framework of current employment, or projects that enable people to find an experiential situation that permits the development of a competency.
Certain people are identified as resources to give feedback and help people to benefit from their experiences.
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Training managers, HR staff and professionals in designing individual and team development plans following a 360°
The principal objective of this training programme is to enable HR professionals and line managers to implement the whole process of competency development. We start by designing a profile to implementing a 360° and analyzing it, in order for them to support the learner in developing a learning plan. They also learn how to follow-up on the plans and help the learner to reflect on their learning experiences during the process.
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