Employee Competency Assessment

Making the business case for competencies:

• Defining the main HRM strategies which competencies support to achieve sustainable business performance
• Competency assessment as a “people tool” for HR and the organization: How could it drive superior performance?
• The key responsibility of the HR function, line management and the individual: How these roles interact?
• Redefining competency framework to ensure consistency and conformity of job matching process

Constructing effective competency frameworks for the benefit of the organization and the employee:

• The principles of good objective setting: reaping the benefit of a focused approach
• Gaining stakeholders' buy in and support throughout the implementation and application of the competency framework
• Implementing an organization wide framework to ensure consistency.

Tips for undertaking desk research and writing competencies:

• Using profiling to create the framework
• Gathering informative data to effectively test and validate the framework
• Establishing job role definition
• Writing levels into competencies

Mapping leadership traits within competency frameworks:

• Gaining competitive advantage: linking leadership and talent development to the overall business strategies
• Assessing the degree of competencies aligned to strategic growth of the leaders
• Exploring the latest tools available to accurately evaluate an individual's leadership capabilities

How to link performance plans (individual employee success) and organizational excellence:

• Processes and procedures for setting objectives and managing performance
• Developing “Performance Evaluation and Planning” for employee's overall job evaluation
• Gathering informative data
• Establishing job role definition for job matching purposes
• Consistently monitoring the current assessment in place to promote job ownership
• Validating and revising the competency performed to ensure maximum effect

Adopting qualitative measurement of employees to drive higher performance:

• Leveraging effective use of competencies to track employee's current performance
• Collaborating closely with managers and employees to establish future goals and priorities
• Rewarding employees relative to their performance
• Focusing on performance as an on-going process to increase the effectiveness of assessment
• Creating a documented history of employee's performance for future reference

How to structure programmes to accelerate the learning and development process:

• Designing a targeted training and development programme according to the needs of specific groups
• Using competency frameworks to optimize knowledge transfer within the organization
• How competency frameworks can be used to run effective assessment/development centers to construct a personal learning development plan
• Validating and revising the competency performed to ensure maximum effect
• Effectively restructuring your workforce planning and future resourcing through talent mapping
• Implementing talent management analysis to identify new and hidden talent within the organization
• Offering developmental programmes to efficiently manage high-potential employees
• Providing career opportunities for core staff and promote critical talent from within
• Re-engineering the current training needs for an effective targeted development
• Competencies as tools for assessing strength capabilities

Maximizing the use of competency framework to drive a higher employee engagement

• Using competency assessment to enhance the compensation and benefit agenda
• Customizing learning and development programmes towards the employee's needs
• Combining various competencies against required functional and cultural demands to evaluate next in-line leaders.

Establishing a transparent talent programme