Review & renew your competency framework

If you already have a competency framework that has been in place for more than a couple of years, it may be in need of a strategic review and see how it's working for your business. So before we get into the details,  it’s worth making it clear what a competency framework is. Put simply, it is a set of standards, of criteria, that describes how people go about doing their jobs. A competency framework contains behaviours, approaches, attitudes and ways of looking at things, that set out what ‘really good’ looks like in your company. Your job description, targets and objectives describe WHAT you do, the competency framework describes HOW you might do it. A competency framework will underpin lots of different work and people management processes, including appraisal, training and development and promotion. It provides a common language for us to talk about our managers about these things- how well we’re doing, where our strengths are, what we need to develop further. It provides a fairer and more consistent platform for making decisions about people and how to get the best out of everyone. A good first step is to look at how and where your competencies are used and where they can be reinforced.  …

Enabling employee career choices with digital tools

A common problem facing HR in many organisations - you have outstanding employees and want to keep them in the business. With many industries facing talent and skill shortages and job-hopping becoming the norm, the future looks tough for HR.  Talent mobility is seen as the answer to future-proof the organisation. Organisations are flatter than they once were and employees are more impatient than ever to progress.  Mobility can't be defined as just being 'upwards'. Career advancements now need to be sideways and mean cross-functional 'tours' , or even across geographies. Rarely do organisations have the resources to career counsel everyone - so what digital tools can be deployed to make this easier? HR can enable career paths can take shape by giving employees mapping tools to explore their options – and that there’s no need to look outside of the company for progression.  In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and career path mapping.…

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