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Talent Management and Development

Effective talent management and talent development contribute directly to the financial performance of an organization. The focus of talent management should be on assessing the competencies the organization needs to implement its strategy, and planning for the recruitment, selection, development, and management of that critical talent.

Workitect consultants develop competency frameworks, models, and integrated applications that align with business strategy.

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Start with One Application

Identifying the first application can make the difference between a truly successful and used model, and one that just sits on the shelf. It can help ensure that a budget and other necessary resources are available to implement the model within the organization.

If the initial application is not part of the budget, there is a chance that financial support will no longer be available when the competency model has been completed. The organization receives little benefit from its investment until the model is applied in a way that enhances productivity. In addition:

  • The nature of the intended application can shape the data collection and analysis process of the model creation.
  • The planned application can shape the format of the model, especially its behavioral descriptors.

Assessment and Selection

Assessment and Selection

Use interviews, assessment centers, and tests to determine a person’s competencies and how those competencies match up to the competency requirements of a job.

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SuccessionPlanning

Succession Planning

Ensure that the right person is placed in the right job at the right time. Identify a pool of ready replacements for key jobs, and provide employees with clearly defined career paths and a process to optimize their advancement.

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Performance Management

Performance Management

Shift the emphasis of appraisal from organization results achieved to employee behaviors and competencies demonstrated.

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Training and Development

Training and Development

Use a different technique from that of traditional, knowledge-based training programs. Follow a five-step competency-acquisition process, which begins with the knowledge component and ends with on-the-job application.

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consultantsiconBenefits of an Integrated System

Enabler of Cultural Change and Organizational Improvement

Rather than being a barrier to change (as is the perception of human resource systems and functions in some organizations), a competency-based integrated human resource or talent management system provides a supportive linkage to the organization’s strategic direction. Selecting and developing competent people produces a competent organization. A competent organization is more likely to survive in a highly competitive global economy.

Cost Savings/Increased Productivity

The tools and language of HR management are clearly defined and communicated; by understanding more of it, managers use more of it.

Employee Participation and Reinforcement

Employees participate in the competency modeling process that defines selection, compensation, appraisal, and development criteria; each and every employee’s contact with a competency-based HR system consistently communicates and reinforces these criteria. Learn more (PDF)

Seven Key Questions to Ask before Building Competency Models

When planning the development of a competency model or models, there are practical considerations that affect the design of the project, the format and content of the competency model, and the success of the project’s implementation. These seven questions may be useful to human resources professionals responsible for planning and implementation. Learn more (PDF)

 

Client Testimonials

“Workitect consultants provide advice that will benefit your entire HR process from recruiting and performance management to succession planning.” Director of HR & Training - Engineering Company

“Brilliant approach to consulting with an unimaginable amount of resources.” HR Manager - Government

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