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.  …

Talent Management software isn't an expensive luxury

"What's the real cost of Talent Management software?" It's a question always asked by HR and Talent decision makers - regardless of the size of the organisation, or the size of the budget. And there's a straightforward way to answer that using our Talent Management Pricing Calculator.…

How detailed does your Competency framework need to be?

Increasingly and as part of a broader talent management strategy, we are helping client's analyse and develop competency frameworks. Working with large numbers of these you do begin to see patterns and consistent themes, but we do also see a great variation in the depth, breadth and structure of competency models.  If you'd like to see some examples that span this spectrum, read on and do contact us. When developing a framework to underpin your talent management efforts, it can be difficult to strike a balance between something that will apply to most and making it too generalised to be useful. Our first step, is to ask why and how with the framework be used.  We often create 'personas' of people that intend to use the framework in applications such as recruitment, performance management, talent reviews, leadership development and so on.  With this 'lens' firmly in mind, we can begin to set the right level and continuously refer back to the 'how' and 'why' to keep the project outcome-focused. Whilst staying grounded in the application of competences, we can't ignore the sound research that exists and has stood the test of time.  …

Talent Management Definitions: are you up to speed?

Whether your job title includes Talent, L&D or HR, Talent Management terms and definitions are forever shifting. And there are new words entering the market all the time. How do you keep up?…

Talent Management software: too tricky for smaller businesses?

If you’re a company with less than 400 employees, you may think you just don’t have the time - or the resource - for ‘Talent Management’. Or you may think that Talent Management is only for bigger companies than yours. You need to think again.…

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