Implementing Competency Frameworks


The introduction of competences into an organization can have radical implications. By sharing our experience and knowledge, we offer advice on how to embed competences into an organization to ensure their positive acceptance, and how to avoid some of the pitfalls into which others have fallen.

Having developed simple, clear and easy-to-use tools and guidance materials based on the performance standards. We support clients in implementing the competences for a range of purposes.

Some of the uses of the performance specifications include:

  • Job adverts and person specifications
  • recruitment aide memoires
  • role profiles
  • training needs analysis
  • appraisal
  • self-assessment
  • team or function audits
  • career management
  • succession planning

The benefits

The clarity and objectivity with which these systems are designed contribute greatly to a fair and accurate set of expectations against which people can be assessed, and they provide the detail that people find so helpful when trying to identify their strengths and areas for development. So, organizations gain through having a comprehensive and transparent system which is capable of being applied to all areas of HR. Individuals gain through the recognition of their strengths, and specific, targeted help when their development needs are pinpointed.

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