Would you like to:

• Create the desired culture to enhance performance?
• Align individuals and groups with the organisation's business strategies?
• Develop a consistent criteria to select/develop/promote employees?
• Clarify workforce standards and expectations?
• · Initiate empowerment, accountability, and alignment of supervisory and employee roles in performance development?
• Develop equitable, focused appraisal and compensation decisions

We can help you in:

Competency Development

"If you're managing your skills, you're managing your business."

In an increasingly competitive global economy that values innovation, flexibility, and responsiveness, management must shift from the efficient use of tangible resources to the effective utilisation of a company’s intellectual and human capital.

Boosting business performance, reducing cost savings and enhancing returns are the result of savvy companies benefiting from searching the skill profiles of their current staff and utilizing them for profit.

Organisations have now found that the thrust towards performance improvement has been achieved by identifying what people need to do in the job to be successful and determining the skill gaps of employees in terms of the organisation's specific business goals and strategies. Competencies and
standards have become critical tools to enable the company to work with line managers on areas of goal achievement.

Why develop competencies?
Organisations succeed or fail at the hands of the people who manage and staff them. Therefore, organisations need a common language to select, develop and evaluate their people in order to maintain and improve organisational performance. Put all these issues together and the need for a focal point to integrate these systems becomes very clear.

An integrated competency framework has superceded job requirements at the fulcrum of an HR strategy. Being able to utilize the same set of competencies has become an essential part of measuring and managing individual and organisational effectiveness.

In a study of 120 companies operating in Singapore (Mills, C ‘Performance Management Under the Microscope 2003’, SHRI), competency development stood out as the top priority for companies in performance management, regardless of size.

This is not surprising as organisations have been following the competency road map and seen the benefits of developing integrated HR models for some time.

Manpower Planning

To compete in the knowledge age, organisations must increasingly rely on the knowledge, skills, experience, and judgment of all their people not just the leaders. Have you ever been concerned that much of the expertise in your organisation or department relies heavily on a particular person? No doubt your next concern is what happens if this person leaves? This will have been highlighted by the staff that lack experience, exposure and knowledge. It is because of such concerns that the competency approach is supplementing, and in many companies replacing, classical manpower planning.

Culture Change

Organisations that desire leading edge performance link their 'people’s beliefs and behaviours' to the overall direction of the company. Such initiatives focus on creating the desired culture within the organisation and develop people to enhance performance. This creates a universal standard of expectations and behaviours.

Recruitment & Selection

One of the major concerns in selection is that recruiting managers hire staff on gut feel or base their decisions on limited information. Competency based selection overcomes this and increases the quality of candidate and future employee. When an employer knows what to look for and a potential employee
knows what is expected in the position, the benefits are obvious.

Performance Management

It is clear that companies measure and develop individual competence through their performance management system. The primary purpose of any HR department should be to help managers and staff unlock or translate intellectual capital and human performance to achieve strategic business plans.

Learning & Development

Competency management is now recognized as a key process to ensure that individual and organisation training plans are linked to business targets. The goal is to offer employees a world-class professional development system. The competency management system can be linked to a range of courses. As the
employees go through the assessment process for their job roles, they develop a skills inventory.

Defining competencies
A competency can be defined as a behaviour or set of actions that demonstrates skills, abilities and motivations which are specific, observable, verifiable and can be classified together.

Types of competency models
A competency model is a set of success factors that include the key behaviours required for meeting performance expectations in a particular role. While models are generally organised by core, leadership levels, or function, there is also a trend towards competency models and behaviours linked to specific industry-segments.

Developing competencies
Core Measures can help you create a competency matrix to integrate all the efforts of your human resource systems. Depending on your needs different matrixes can be built. For instance, one can build a competency matrix based on competencies for different job families coupled with management / nonmanagement and functional (technical skills) competencies.

Case study
The project objective for this government division was to establish a set of common criteria for Recruitment & Selection, Learning & Development, Performance Management & Rewards Management so that they had people with the right capabilities to help achieve its vision. The core competencies had to
have clear definitions of behaviours and skills critical for successful performance, both individually and collectively for an organisation of about 900 staff.

Through a series of project meetings and use of Core Measures competency development tools and interventions, the project was completed on time and to all agreed expectations. This included a competency analysis report detailing a list of competencies and key actions and a human resource competency integration methodology.

As a result of this success, Core Measures was engaged again to continue developing this organisation’s competency framework.

Why Core Measures
Core Measures can not only develop a competency framework for your particular human resource needs but also train your staff to use the competencies within the different HR systems. This includes how to observe, differentiate, classify and evaluate behaviour.

Having met and exceeded project expectations in the development of values, core, behavioural, functional and hi-potential competency sets for various organisations makes Core Measures a potential partner in any competency development project you foresee.

Click HERE to contact us.