Talent & development
Competency model
Describe the behaviours and capabilities that matter in your organization. A useful competency model connects business priorities to observable indicators and practical job profiles.
Discuss your competency frameworkWho this is for
- HR teams building consistent assessment and development criteria
- Organizations clarifying leadership, professional or values-based expectations
When to start
- Competency labels are too abstract for managers to apply
- Recruitment, assessment and development use conflicting expectations
What you receive
- A competency dictionary with proficiency levels
- Observable behavioural indicators and selected job profiles
- Guidance for applying the model in assessment and development
How we work
Find the requirements
Review strategy and interview relevant role holders and managers.
Build the model
Define competencies, levels and observable indicators.
Validate and connect
Test examples with users and link selected profiles to assessment methods.
Your next step
Discuss your competency framework
Share the employee groups involved and whether you need the model for recruitment, assessment, development or several processes.