The Workitect Talent Management System

Set of 4 Integrated Components for Selecting, Developing and Retaining Talent

Low License Fee. In User-Friendly, Customizable Format

All materials incorporate 35 foundational and leadership competencies that have been developed and tested over 40 years.

  • Competency Development Guide

  • eDeveloper™

  • Competency Interview Guides

  • Competency Dictionary

Create a Framework for an Integrated

Talent Management System.

Talent Retention System Quote

Build a Competency-Based Human Resources System for Your Organization

“Genius is the ability to reduce the complicated to the simple.” C.W. Ceran

Competency Development GuidesCompetency Bundle

1. Competency Development Guide

Resource Guides for Developing Competencies

Create derivatives of any part of this 280-page Guide, which includes nine exercises and forms to help people identify specific competencies to target for development and create development plans.

There is a section for each of 35 competencies that includes:

  • A definition and the specific behaviors of a person demonstrating the competency
  • Importance of the competency
  • General considerations in developing the competency
  • Practicing the competency
  • Obtaining feedback
  • Learning from experts
  • Coaching suggestions for managers
  • Sample development goals
  • Developmental resources
    • Books
    • Self-study courses
    • External courses and workshops

Example: Competency Development Guide for Strategic Thinking

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eDeveloper

2. eDeveloper™

Web-based, on-line version of the Competency Development Guide, containing comprehensive employee development and coaching tools with direct links to developmental resources. It provides an efficient and cost-effective way for people to develop and acquire new competencies needed to achieve personal or career goals.

Features Benefits

“Getting Started” Tutorial

In 10-15 minutes, the user learns about Workitect competencies and how to effectively use eDeveloper

Audio Tutorials

User can listen to brief instructions while using eDeveloper

Print Function

At any point, the user can create an electronic file (PDF) of their data that can be printed or saved.

Simple Rating of Competencies

Proficiency of competency rated High, Medium, Low, or Not Applicable

Prioritizing Needs

Tool provides a practical process for determining most critical development needs

Development Planning Tool

Simple format for creating a tailored plan to improve proficiency in up to three competencies

Easy navigation with “point and click” access

Quick and simple access to view any of the competency definitions, behaviors, or resources in the Development Guide
Competency Development Guide A resource for all sorts of information, tools, and activities to help the user create a Development Plan
User can copy, paste, and edit anything from the Development Guide into their Development Plan Makes creating a unique Development Plan fast and easy
Automatic Save Function All user data is saved and stored once it is created; no data accidentally lost
Target Start Date, Target Completion Date and Actual Completion Date Progress and completion of Development Plans can be easily monitored and tracked

Administrator Edit Function

Administrator can easily add, delete, or change competencies, behaviors, or Development Guide information (e.g. add company sponsored training programs)

Sample Development Plans

User can see actual development plans to see what one looks like
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Competency Interview Guides
Competency Bundle

3. Competency Interview Guides

Competency Interview Guides provide an easy-to-follow format for structured, behavioral-based interviews. Each Guide, with specific questions related to the competency, makes it easy for the hiring manager or interviewer to collect behavioral examples about a candidate’s relevant work experiences and accomplishments.

The Guides provide:

  • Specific questions and probes for each competency, 
  • Specific, high-quality behavioral data describing what superior performers do to achieve superior results,
  • Surfacing of non-obvious effective behaviors that job incumbents and their bosses may be unaware of or unable to articulate,
  • Strong evidence for a competency model’s validity – evidence that is especially important if the model will be used for external selection.

An intellectual property license permits organizations to:

  • Personalize and customize interviewing content
  • Enhance their interviewing application by adding unique criteria
  • Uniquely brand interviewing guides 
  • Reorganize interviewing guide templates

Example: Competency Interview Guide for Strategic Thinking

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Competency Dictionary
Competency Bundle

4. Competency Dictionary

Identify competencies that reflect your organization’s mission, values, culture, and business strategy.

  • Comprehensive, but simplified – in language that every employee can understand.
  • Created over thirty years of practical application and validation.
  • Provided in a format that can easily be modified to better fit your organization. You have complete flexibility to use in any application: performance management, succession planning, 360° instruments, and other HR applications. Can be integrated into any HRIS system.

Use the dictionary to build a competency model now!

Follow the process described in an instructional program drawn from our Building Competency Models certification workshop.

The Competencies

Thirty-five competencies with definitions and behaviors, described in levels by job role (professional/specialist > supervisor/manager > director/executive) and levels of proficiency (basic > proficient > advanced).

Example: Strategic Thinking Competency

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BONUS! System Includes Four Additional Resources

What Our Customers Say


“These programs teach you valuable information that will benefit your entire HR process from recruiting, performance management, and succession planning.”

Director of HR & Training, Engineering Company

“Brilliant programs with an unimaginable amount of resources.”

HR Manager, Government
Our clients