This document provides an overview of Human Resource Systems Group (HRSG), a company that specializes in competency-based management (CBM). HRSG helps organizations align their human resources with strategic goals through CBM products and services. CBM translates organizational goals into expected employee behaviors, increases productivity and hiring effectiveness, and identifies skills gaps. The document demonstrates how CBM can be applied to recruitment, learning and development, performance management, and succession planning through competency profiles and online tools.

1. Product Overview and Demonstration

2. Human Resource Systems Group (HRSG)Founded in 1989

3. Focus: helping organizations align their human resources with strategic goals

4. Leaders in Competency-based Management (CBM)HRSG Products & ServicesCompetency-based Management (CBM): Selection, Assessment, Learning, Performance Management, HR Planning, Career / Succession ManagementProfessional Services

5. Why Competency-based Management?

6. Organizational ChallengesFinding the right talentContinual skills developmentEfficient training strategiesRetaining skilled resources

7. From an Organizational Perspective Links strategic plan to human capital

8. Defines skills and talents needed

9. Measures organizational competency

10. Optimizes employee performanceCompetency ApplicationsThe Business CaseTechnology DemoKey Concepts & ProcessesA Case Study ExampleAgenda

11. Translates the organization’s vision and goals into expected employee behaviorIncreases employee productivity and operating effectivenessImproves hiring decisionsIncreases employee satisfaction leading to reduced turnover rateIdentifies gap between present skill sets and future skill requirementsShortens the Learning Curve, as the new recruits demonstrate high potential, etc…Targets employee development to organization performance goals

12. The link to success…Competencies translate the strategic vision and goals for the organization into behaviours or actions employees must display for the organization to be successful.

13. A Brief Look at Key Concepts / Processes- What are Competencies- Defining a Profile- Competency-based Management

14. What are “competencies”?Observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful job performance.

15. Example Competency

16. Example Competency

17. Competencies – Another viewVisible, surface, easy to identify and manageSkillKnowledge Hidden, difficult to identify and manageSelf-conceptTraitMotiveSource: Spencer & Spencer, 1993

18. What is a “competency profile”?A grouping or set of competencies that together, describe the most critical behaviours and/or actions required for success in a job. Usually 6 -12 competencies for any given position / profile. Profile is specific to a job or group of jobs.

19. Example Profile: Programmer AnalystCORE COMPETENCIESJOB SPECIFIC - BEHAVIORIAL COMPETENCIESCompetencyProficiencyCompetencyProficiencyAchievement Orientation32Adaptability3Analytical ThinkingClient Focus32Initiative3Critical Judgment2Teamwork3Problem Solving

20. Example Profile: Programmer AnalystJOB SPECFIC - TECHNICALCOMPETENCIESRequired Effectiveness LevelCompetencyProficiencyProject Management2Using Information Technology4Information Management4

21. CompetenciesCompetency Library:Online Demonstration of:

22. What is Competency-based Management?A HR management approach that standardizes and integrates all HR activities based on competencies that support organizational goals.

23. Competency-based HRMCompetenciesCompetencies

24. Case Study - HomewoodA Case Example:Mental Health Care facility

25. Excellent reputation in Canada & U.S.

26. Presenting challenges:

27. define the vision and goals

28. continual improvement of skills

29. anticipated retirementsThe ResultsCompetencies now an integral focus of HR processes Healthy Workplace Award

30. Canada Award for Quality ExcellenceImplementing CompetenciesRecruitment, Staffing & Selection

31. Example Staffing ToolsSelection Standards incorporating competencies

32. Interview and reference checking question banks organized by competencies

33. Standardized interview guides

34. Standardized rating scales that incorporate competency criteria

35. Competencies used to organize selection systemImplementing CompetenciesInterview Question Banks & Interview Guides:Online Demonstration of:

36. Implementing Competencies Learning & Development

37. Learning ActivitiesReview & EvaluationThe Learning CycleLearningPlanGap AnalysisCompetencies

38. Implementing CompetenciesAssessment & Learning Plan Development:Online Demonstration of: