Are You Hiring, Developing,
Retaining...
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Average Performers or Superior Performers?
To produce superior performers, an organization can:
- Identify the competencies that people will need to effectively carry out an organization’s strategy, both now and in the future;
- Clarify the link between principal end results expected in a job and the job’s required competencies;
- Select job candidates who possess the characteristics that can make them outstanding performers;
- Develop these characteristics (competencies) in employees; and
- Design developmental plans for individuals focused on developing the competencies that are most likely to improve performance?
Workitect designs and builds job competency models and competency-based HR systems, with talent management applications for:
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Assessment & selection, |
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Performance management, |
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Succession planning, |
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Training and development, |
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Leadership coaching. |
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Examples of Customized Solutions
- Leadership development assessment centers based on competency models
- Developmental resource guides
- 360º feedback instruments with survey implementation, feedback and development planning sessions
- Selection interview guides
- Employee surveys assessing engagement, climate, and other areas
- Programs on increasing personal accountability or ownership
Competency Development Programs & Tools:
- Competency development programs, including a Building Competency Models workshop and FOCUS Coaching™ program;
- Resource Guides for Developing Competencies, and an online eDeveloper™ and Managing Performance & Developing Competencies Video-based program,
- 360º degree feedback instruments.
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 Building Competency Models
Certification Workshop |
Coming Programs:
August 12-14, Washington, DC
(Learn more Here!)
Job Competency Modeling
... is an accurate and unbiased approach to predicting job performance and success. It requires a systematic and rigorous collection of data on the performance of the superior performers in a job, and on the competencies needed to produce that performance. Job models are not based on speculation, group discussions, or the latest books on leadership.
For more information about these and other products and services, click here.
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