Step 3: Create a list of competencies for each position
Posted: Wed Feb 12, 2025 9:38 am
Focus on the needs of a specific business and identify groups of positions for which a competency model should be created first.
Before starting work, it is also worth describing the desired result, the scope of the competency model and the project implementation timeframe. Such a plan is usually agreed upon with the company's top management.
Step 2: Assemble an Expert Group
The next step is to create a project group that will develop the competency model. It can include:
A specialist from the HR department.
Heads of departments for whom you will develop a competency model.
Employees of the company who will act as a "prototype" of the model. As a rule, successful team members from the "star" or "workhorse" category are chosen for this purpose.
External experts and consultants.
Members of this group can actively participate in the further implementation estonia phone number list of the model into the company's work.
At the next stage, we define the list of competencies that are needed to work in a certain position. Specify only the names of the competencies, without details for now.
It is recommended to include different types of characteristics in the list of competencies for each position: corporate, professional and managerial. Then the model will be comprehensive and balanced.
Here are some ways to create such a list:
Study the company's strategy. Find out what its main goal is for the near and long term. Read the description of the corporate culture, values, and strategic objectives.
Observe successful employees. Determine what knowledge, skills, and behavioral characteristics help them achieve results. Find out how these people differ from unsuccessful colleagues.
Before starting work, it is also worth describing the desired result, the scope of the competency model and the project implementation timeframe. Such a plan is usually agreed upon with the company's top management.
Step 2: Assemble an Expert Group
The next step is to create a project group that will develop the competency model. It can include:
A specialist from the HR department.
Heads of departments for whom you will develop a competency model.
Employees of the company who will act as a "prototype" of the model. As a rule, successful team members from the "star" or "workhorse" category are chosen for this purpose.
External experts and consultants.
Members of this group can actively participate in the further implementation estonia phone number list of the model into the company's work.
At the next stage, we define the list of competencies that are needed to work in a certain position. Specify only the names of the competencies, without details for now.
It is recommended to include different types of characteristics in the list of competencies for each position: corporate, professional and managerial. Then the model will be comprehensive and balanced.
Here are some ways to create such a list:
Study the company's strategy. Find out what its main goal is for the near and long term. Read the description of the corporate culture, values, and strategic objectives.
Observe successful employees. Determine what knowledge, skills, and behavioral characteristics help them achieve results. Find out how these people differ from unsuccessful colleagues.