|
ACCURATE
EVALUATION OF COMPETENCIES
Ahead of successful implementation of strategies,
rolls management and key personnel competencies. When entering
assessment activities, career programmes, individual and team development, it is
vital – though often neglected or underestimated – to make an
accurate evaluation of required competencies.
ASSESSMENT
AND DEVELOPMENT ACTIVITIES IN THE RIGHT DIRECTION ?
This question is often overseen because the organisation tacitly understands what
is required. Requirements may very well be clear, but too often they are
not, and assessment and development activities may therefore build on an
obsolete or non-existing competency foundation. So, however well
designed assessment and development activities may be, they will fail to
contribute as intended within the strategic framework.
KEEP
TRACKING THE REQUIRED COMPETENCIES
Particularly
in a changing environment where roles and competencies tend to change
significantly, it becomes important to have an updated, well documented,
and systematic description of competencies. There is a range of focus
areas that must be analysed in order to capture the dynamic picture of
the position and for identifying the key competency drivers needed for
successful performance:
KEY ISSUES:
Service
offerings
We conduct a comprehensive in-depth competency
analysis.
We work through the different steps from general business
issues through to a detailed competency description that applies to your
specific needs. Data is collected through individual and group
interviews with jobholders and stakeholders, analysis of relevant
business documentation, and on-site observations. Findings and
conclusions are tested on stakeholders in presentations and discussions
and through structured Web-based questionnaires.
The main
target for our competency analyses is usually a specific position, group
of similar positions, or positions in a business process where the right
competency is particularly critical for the successful outcome of the
business
back
to top
|
