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.  …

What does a good development goal look like?

When writing business or role-based performance or objectives, encouraging your managers to also set one or two development goals or developmental objectives will help employees to grow, learn and develop. But how do you write a good development goal?…

Using 360 to measure ROI of L&D

In our blog post last week, we looked at how information from 360 can be re-used and re-purpose to help pinpoint and focus Learning & Development resource.…

Re-use 360 degree feedback to inform group training needs

Want to re-purpose or re-use 360 degree feedback to go beyond individual development and inform other L&D activities such as defining group training needs? In this series of blogs we'll look at how to re-shape the information your get from your 360 review programme and get greater value from your investment. We still find that 360 is one of the most powerful, insightful and useful development tools that we have at our disposal as HR and L&D specialists and organisations invest a significant amount in getting the right tool, the right questions, supporting individuals in their personal development.  But how can it be used beyond personal development?…

Is your standalone LMS isolating L&D? Using 360 alongside LMS

A standalone Learning Management System or LMS, is a great way to plan, implement, and track what training or learning is being done and by whom. It manages the progress and stores the completion. But is it enough? How do you decide what training or learning or development is needed by an individual in the first place? If you’re using a standalone LMS, how can you be sure that the content you are offering to specific people is actually what they need?…

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