Loading...
New Competency Modeling2018-08-03T14:10:49+00:00

Build a Strong Foundation for Talent Management

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.

Consulting Capabilities

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

Applications

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

Alternative Methods

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 Building Competency Models 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:

  1. Thinking through the need
  2. Clarifying the need through discussions with the sponsor and other key
  3. stakeholders
  4. Developing an approach
  5. Gaining the sponsor’s support for the approach

Learn more

Applications

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)

Practical Questions To Answer 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. The following seven questions may be useful to professionals responsible for planning and implementing:

  1. What HR application should be included in the initial model building project?
  2. What will the key users of the model need from it?
  3. How should key stakeholders be involved?
  4. How extensive should the data collection be?
  5. How should research be balanced with intuitive approaches?
  6. What format of behavioral descriptors will best suit the application?
  7. 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.

To speak with a consultant about your situation, needs, and our capability to help:


Call 800-870-9490, ext.1


Complete this contact form


Send an email to ec@workitect.com

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.”

Shannon Johnson, Blue Cross Blue Shield

“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. “

Mary Kay LaBrie, SCC Soft Computer

“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.”

Ruben Decoud, Mary Kay Inc
Our clients
Phone

(800) 870-9490
(954) 938-5370

Email

info@workitect.com