Competencies are characteristics of a job, role, or function. An employee’s ability to apply the core competencies of his or her job is a key factor in successful performance and employee engagement. Many companies include competencies in position descriptions and job postings without a clear explanation of the skills or level of proficiency required, which can ultimately lead to high turnover and poor cultural fit.
HRMC provides a simple, yet powerful, tool that helps managers at all levels identify core competencies that are critical for success in a particular position. This effort—completed, documented, and accepted by organization leadership—can be used to guide a number of related performance management components in a systematic fashion, such as:
- Prescreening – Creating behavioral-based interview questions relative to competencies
- Candidate selection – Confirming strengths/potential challenges of candidate in new role
- Ongoing talent management
- Managing, appraising, and rewarding performance
- Identifying HiPo (high-potential) performers and developing leaders
- Designing corporate and individual training and development plans
HRMC works directly with your team to carefully identify the core competencies critical for success in a particular role, or as a key player of an executive team. Our process, designed specifically for your situation, involves the key stakeholders (boss, direct reports, incumbent, etc.) and includes the following key steps:
A list of relative job competencies is developed via a basic questionnaire, along with a thorough review of the job description. Interviews are conducted with key stakeholders to discuss these identified competencies. If possible, interviews are conducted with successful employees in the same role.
A summary report is created and evaluated in a systematic process with primary stakeholders to gain consensus. Typically, 6 to 10 key competencies are developed per position.
A measurement process is established to determine the skill level of an individual (employee or candidate) ranked against each of the identified core competencies. This may include psychological assessments, scenario-based exercises, and/or 360° feedback.