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Optimized Competency Management

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Leveraging contemporary business drivers with aligned competencies has never been more important. Without business alignment or consistency in your talent processes, you are putting your organization’s success at risk.

Look inside this guidebook to learn how to ensure alignment and consistency by:
1. Setting a clear line of sight from strategy to capabilities and contributions of individuals.
2. Accelerating the adoption of competencies.
3. Embracing the value of competencies as a business success enabler.

By following these three steps you will align your competencies with your business priorities and also create greater relevance for each employee and their role level.

Published in: Business
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Optimized Competency Management

  1. 1. © Development Dimensions International, Inc., 2015 All rights reserved. Optimized Competency Management
  2. 2. © Development Dimensions International, Inc., 2015 All rights reserved. Leveraging contemporary business drivers with aligned competencies has never been more important.
  3. 3. © Development Dimensions International, Inc., 2015 All rights reserved. Without business alignment or consistency in your talent processes, you are putting your organization’s success at risk.
  4. 4. © Development Dimensions International, Inc., 2015 All rights reserved. But, how do you ensure alignment and consistency?
  5. 5. © Development Dimensions International, Inc., 2015 All rights reserved. Implement well-defined competencies born out of business requirements.
  6. 6. © Development Dimensions International, Inc., 2015 All rights reserved. Competencies can be used as a metric against which all individuals can be selected, developed and evaluated fairly and consistently, when implemented properly.
  7. 7. © Development Dimensions International, Inc., 2015 All rights reserved. Follow these 3 steps as you approach competency management to ensure your competencies will be aligned with business priorities and relevant to each person’s role level.
  8. 8. © Development Dimensions International, Inc., 2015 All rights reserved. 1. Set a clear line of sight from strategy to capabilities and contributions of individuals.
  9. 9. © Development Dimensions International, Inc., 2015 All rights reserved. Start by identifying the future- focused business challenges and consider the needs of all stakeholders.
  10. 10. © Development Dimensions International, Inc., 2015 All rights reserved. Avoid creating a fragmented competency management plan with questionable relevance and value.
  11. 11. © Development Dimensions International, Inc., 2015 All rights reserved. When your design plans are fragmented and too tactical, users won’t understand the “what’s in it for me” and your competency management plan will…
  12. 12. © Development Dimensions International, Inc., 2015 All rights reserved. • Lack integration with talent programs. • Be misaligned with business and cultural strategies. • Convey unclear messages within your talent management systems. • Fail to drive talent growth.
  13. 13. © Development Dimensions International, Inc., 2015 All rights reserved. TAKE ACTION Creating a clear line of sight allows employees to understand the implications of the organization's strategy on their roles and how their expected behaviors impact business goals.
  14. 14. © Development Dimensions International, Inc., 2015 All rights reserved. 2. Accelerate the adoption of competencies.
  15. 15. © Development Dimensions International, Inc., 2015 All rights reserved. 1. Communicate to all stakeholders. 2. Integrate competencies into your talent management systems. 3. Establish an engaging way to orient users to—and reinforce buy-in for—the competency model. 4. Train employees and managers to use competencies. 5. Measure impact!
  16. 16. © Development Dimensions International, Inc., 2015 All rights reserved. Avoid creating haphazard application and stakeholder apathy.
  17. 17. © Development Dimensions International, Inc., 2015 All rights reserved. Many organizations: • Struggle to embed a competency management model into their integrated talent strategy. • Fail to communicate the value or purpose of competencies. • Create competency descriptions that are hard to understand and use . • Have users who lack the skills to apply competencies when managing talent.
  18. 18. © Development Dimensions International, Inc., 2015 All rights reserved. TAKE ACTION By gaining stakeholder buy-in you will ensure your competency models drive business and cultural strategies and employees see a connection between their capabilities, performance and success.
  19. 19. © Development Dimensions International, Inc., 2015 All rights reserved. 3. Embrace the value of competencies as a business success enabler.
  20. 20. © Development Dimensions International, Inc., 2015 All rights reserved. 1. Create and maintain enthusiasm through communications after the launch. 2. Anticipate and address the challenges of applying competencies before they occur. 3. Establish accountabilities to help design talent management systems that support the model. 4. Identify methods to evaluate the impact of competency applications on business and talent outcomes.
  21. 21. © Development Dimensions International, Inc., 2015 All rights reserved. Avoid missing the opportunity to evaluate impact and respond to business changes.
  22. 22. © Development Dimensions International, Inc., 2015 All rights reserved. Many organizations fail to: • Establish ownership or accountability to support competency applications. • Evaluate what is working or make appropriate changes. • Use an agile model with the ability to stay ahead of business changes. • Provide insights that identify talent gaps or shortages.
  23. 23. © Development Dimensions International, Inc., 2015 All rights reserved. TAKE ACTION By embracing the value of competencies, you can quickly adapt the competency model when new challenges arise and keep talent management systems in sync with these changes over time.
  24. 24. © Development Dimensions International, Inc., 2015 All rights reserved. Follow these 3 steps when implementing your competency management model and you will have the answers to key business strategy questions such as…
  25. 25. © Development Dimensions International, Inc., 2015 All rights reserved. Do we have the talent needed to win in the marketplace and sustain long- term growth? What competencies (at all levels) are critical, but in short supply? What competencies and other attributes are not well-assessed or developed by our current talent management processes?
  26. 26. © Development Dimensions International, Inc., 2015 All rights reserved. Learn more: Competency Management at Its Most Competent

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