competency management, be happy!

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Most companies use or think about setting up a competency management system.
Bullshit.
Develop a new class of leaders, think KISSSS, be result oriented and use SaaS.
You will make your business managers happy, your employees happy, your HR team happy.

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  • tu comprends Laurence pourquoi de HR manager je suis devenue Kiss Manager au sein de United Talents Limited... quand le limited deviendra unlimited, je serai en paix et je pourrai m'en aller.
    Pour l'instant je n'ai pas d'attache, je bosse dans la rue, libre de penser, libre d'agir, libre aussi d'être heureuse.
    (info cv sur linkedin)
    Agnès Simon
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competency management, be happy!

  1. 1. competency managementdo you really hate your organisation that much?
  2. 2. competency management is…
  3. 3. or
  4. 4. or
  5. 5. why do we do competency management?
  6. 6. For organizations that seek to align their workforce with business objectives, competency management is critical. By implementing tools and processes that enable organizations to identify and understand the core competencies of top performing workers, and by leveraging that data and knowledge across pre- and post- hire elements of human capital management, companies will make better hiring decisions, enable workers to pursue desrired career paths, and improve business operational performance. (Aberdeen)Modern techniques use we can always change or adapt it can’t we? Isn’tcompetency-based this better than a dictionary of 4 zillionmethodologies to develop a competence statements with differentCompetency architecture for descriptors and different levels for each? Hasn’tan organisation. Thisarchitecture captures key conventional management development andcompetencies into a ‘talent management’ completely bamboozledcompetency model and everyone by over-complicating what is essentiallycompetnecy dictionnary that a simple set of disciplines? Should managementis subsequently used in the be any more complicated than running a baseballcreation of job description. team? Shouldn’t we just manage peopleCompetency based according to what they are particularly good atperformance management but, when it comes to the role of ‘manager’,ban be employed tomeasure and discover accept it is a bit of an all-rounder that requires anlearning gaps and then drive all-round combination? (Paul Kearns)the learning course selectionfor an employee (Wikipedia)
  7. 7. For organizations that seek to align their workforce with business objectives, competency management is critical. By implementing tools and processes that enable organizations to identify and understand the core competencies of top performing workers, and by leveraging that data and knowledge across pre- and post- hire elements of human capital management, companies will make better hiring decisions, enable workers to pursue desrired career paths, and improve business operational performance. (Aberdeen)Modern techniques use we can always change or adapt it can’t we? Isn’tcompetency-based this better than a dictionary of 4 zillionmethodologies to develop a competence statements with differentCompetency architecture for descriptors and different levels for each? Hasn’tan organisation. Thisarchitecture captures key conventional management development andcompetencies into a ‘talent management’ completely bamboozledcompetency model and everyone by over-complicating what is essentiallycompetnecy dictionnary that a simple set of disciplines? Should managementis subsequently used in the be any more complicated than running a baseballcreation of job description. team? Shouldn’t we just manage peopleCompetency based according to what they are particularly good atperformance management but, when it comes to the role of ‘manager’,ban be employed tomeasure and discover accept it is a bit of an all-rounder that requires anlearning gaps and then drive all-round combination? (Paul Kearns)the learning course selectionfor an employee (Wikipedia)
  8. 8. are my shareholders customers top managers team leaders employees happier thanks tomy competency model?
  9. 9. are my top managers team leaders employeesperforming better thanks to my competency model?
  10. 10. are my top managers team leaders employeesperforming better thanks to my competency model?
  11. 11. is my HR teamperforming better thanks to its competency model?
  12. 12. so why (the hell) do we use a competency model?
  13. 13. - to ensure the skills development to supportthe business strategy- to build (equitable) job descriptions- to develop a pay system- to build a staffing plan- to assess skills when selecting talents- to assess individual performance- to build individual development plan- to build global tarining plan- to develop a talent management- to keep the unions quiet (or not)- to develop knowledge management- to put science on non scientific stuffs…
  14. 14. let’s face the reality…
  15. 15. we use competency managementbecause HR doesn’t trust the business
  16. 16. we use competency managementbecause the business doesn’t trust HR
  17. 17. back to the basics
  18. 18. rule #1 :we work with people
  19. 19. and you know what?
  20. 20. people (like you and me…) share build manage cry live work loveplay evolve laugh expect commit dream inspire imagine learn give contribute
  21. 21. freedom + responsibility =happiness + p€rformance
  22. 22. rule #2 :we do HRM to be useful, not to exist
  23. 23. Human Resources DirectorWhat my friends What my mum What the Society think I do thinks I do thinks I doWhat my boss What I think I do What I really do thinks I do
  24. 24. agile HR
  25. 25. rule #3 :be (business) result driven
  26. 26. Keep it S S S exy imple ustainable Straight-2-the-.
  27. 27. thinktime-to-market
  28. 28. change the paradigm
  29. 29. kill the HR. HRLong live the people management!
  30. 30. develop a new generation of leaders
  31. 31. don’t motivate. trust.
  32. 32. don’t manage. love.
  33. 33. don’t think. Think green.
  34. 34. don’t work. have fun.
  35. 35. don’t complain. innovate.
  36. 36. help? help?!?!?!
  37. 37. burn the rube goldberg machine
  38. 38. focus on
  39. 39. saas
  40. 40. conclusions
  41. 41. keep it KISSSS, saas, agile
  42. 42. always focus onevidence based management (EBM)
  43. 43. « freedom + responsibility = happiness + p€rformance »+ new generation of leaders+ saas= no competency management= happy HR
  44. 44. reality check
  45. 45. do I use competency model?
  46. 46. yes, because I swore loyalty to theBelgian law and the law say to use a competency model
  47. 47. am I happy to use one?
  48. 48. am I performing better using one?
  49. 49. what can I do?
  50. 50. « freedom + responsibility = happiness + p€rformance »+ new generation of leaders+ saas= no competency management= happy HR = happy Business
  51. 51. So, I think I’m outlaw…outlaw but happy and performant.
  52. 52. ??? or !!!
  53. 53. re.vu/laurencevanheewww.missphilomene.com @Happy_Laurence

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