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Experts in Job Competency Models and Human Resource Applications

Developing “job competency models” and applications to select, develop, and retain outstanding performers
About Competency Models

Develop Competency Models

Models and frameworks can include scaled levels of proficiency, and technical/functional competencies.Develop Competency Models

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Develop HR Applications

Applications in an integrated HR system share a common language and complement and reinforce each other.Develop HR Applications More

Use the Right Tools

Tools include a Competency Dictionary, Competency Development Guide, and certification workshop.Simplify the Process  More

Benefits for Individuals and Organizations
  • Staffing - people with the right capabilities to help your organization gain competitive advantage are hired, placed and promoted.
  • Training and Development – gaps in each employee's capabilities are identified, so these gaps can be remedied. Individuals are provided with detailed road maps for increasing their capabilities incrementally.
  • Performance Management - competencies and results are assessed side by side, reminding employees that how they do things is as important as what they do.
  • Compensation - both competencies and results impact base pay decisions to reward performance and competency development.
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Client Testimonials

 

“Workitect taught us how to build effective competency models. More importantly, they shared with us ways to use the models. We established hiring and selection criteria, created effective training and development courses, and developed unique incentive reward programs. If you want to learn to internalize the processes of competency modeling, you can’t pick a better organization to show you how.” Walter Hogan, Corporate Manager, Human Resource Development, Cable & Wireless Communications

“Workitect’s competency modeling process gave us a solid foundation to select and develop high performing branch managers and customer service reps. Their consultants worked well with all levels - from executive to front-line employees. They were professional, easy to work with, and good at sharing their expertise and organizational insight with us.” Tony Wiggins, Director, Organizational Learning, Applied Industrial Technologies

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