Competency Models Build a Strong Foundation for
An integrated human resources or talent management system is a comprehensive set of human resource functions and programs that share a common architecture or “language” and are organized to complement and reinforce one another.
We help organizations develop competency frameworks, models, and applications that connect human resource strategies with business strategies. Each of our consultants has at least thirty years of experience in competency-based human resources, talent management, organization development, instructional design, and leadership development.
Review examples of our demonstrated capabilities
Competency Model Building Process
Consulting Projects Completed
Our consultants have successfully completed projects for a variety of small, medium, and large-size global organizations, in the public and private sector, focusing on competency models and applications for management, professional, and technical positions.
View examples of completed projects
Competency Implementation Support
The manner in which you introduce and implement the concept of competencies within your organization will determine the effectiveness of your efforts. Installing competency models should be viewed as an organizational change initiative requiring deliberate actions to influence and get buy-in from the organization’s managers as well as incumbents in the positions impacted.
A Workitect consultant will work with you to develop an implementation strategy and plan based upon the needs of your organization. The plan would address areas such as:
- Creating the business case for competency modeling in your organization.
- Identifying the first position(s) for which models will be developed.
- Identifying stakeholders in the initial models and a plan for influencing each
- Establishing a communications plan to support the development of competencies for the initial positions selected and for implementing competencies within the organization.
- Determining the data gathering approaches to use for the first positions selected, including identifying who should be involved in each of the various activities.
- Ongoing coaching as you progress through the steps in developing your first models.
This support will amount to one or more days of consulting from our staff. The exact nature and cost for the work will be determined and presented to you for approval before any action is taken.
Quick-Start Competency-Modeling using Job Analysis interviews and Resource Panels
Many organizations are finding it difficult to launch a competency-modeling project, often due to a lack of time, staff, or budget. To help these organizations, we have taken material from our Competency Modeling workshop and developed a program to enable a competency dictionary licensee to build basic competency models using focus group resource panels (aka expert panels), supplemented with job task analysis interviews. Includes model templates for 12 jobs. Requires a Workitecive Competency Dictionary license. More Details
Job Competency Profiling using Virtual Resource PaneIs
This is web-based survey process for collecting information about job requirements and potential competencies. The survey contains both open-ended comment questions and quantitative ratings for collecting information about what a job requires. A set of 6-20 jobholders, managers of jobholders and other persons who are familiar with the job complete the survey.Workitect administers the survey, analyzes the responses, and prepares a detailed report that includes a draft competency model.Requires a Workitect Competency Dictionary license.
Sample Report | More Details
Launching a Project: Conceptualizing the Approach
The first key step in a consulting project is to decide if and how a project should go forward. It is step 1 in our 6-step process as taught in our Building Competency Models workshop. It includes:
- Thinking through the need
- Clarifying the need through discussions with the sponsor and other key
- Developing an approach
- Gaining the sponsor’s support for the approach
Competency-based applications have been created for performance management, assessment and selection, succession planning/management, training and development, and workforce management (re-engineering, downsizing, and mergers).
Process of Building a Talent Management System
The process requires analysis and planning, model-building, developing applications, and maintenance. Read more (PDF)
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. The following seven questions may be useful to professionals responsible for planning and implementing:
- What HR application should be included in the initial model building project?
- What will the key users of the model need from it?
- How should key stakeholders be involved?
- How extensive should the data collection be?
- How should research be balanced with intuitive approaches?
- What format of behavioral descriptors will best suit the application?
- How can additional, future competency models be accommodated?
Superior Performers Produce Superior Results
An effective system requires a clear understanding of the competencies required for success in roles, and an accurate assessment of the strengths and weaknesses of employees.
What Our Customers Say
“In an environment where everyone is quick to tell you the value of competency models, Workitect is one of the few organizations that actually teach a repeatable process for building customized models.”
“My organization uses the Workitect methodology for writing competency models because it’s structured enough to give us direction, but the many tools provided also allow for flexibility. The models we designed using the Workitect approach helped our company revamp our entire performance development process. “
“Workitect brought a significant amount of practical expertise in Competency Model design to the table. This helped us decide on what the best approach would be early into the project, given our particular corporate culture and context. Workitect was able to present alternatives that felt right for us, without feeling like we were getting ‘off the shelf’ products.”