Optimized Competency Management

© Development Dimensions International, Inc., 2015 All rights reserved.

Optimized Competency

Management


Leveraging contemporary

business drivers with aligned

competencies has never been

more important.


Without business alignment

or consistency in your talent

processes, you are putting

your organization’s success

at risk.


But, how do you ensure

alignment and consistency?


Implement

well-defined

competencies born

out of business

requirements.


Competencies can be used as

a metric against which all

individuals can be selected,

developed and evaluated

fairly and consistently, when

implemented properly.


Follow these 3 steps as

you approach competency

management to ensure

your competencies will be

aligned with business

priorities and relevant to

each person’s role level.


1. Set a clear

line of sight from

strategy to

capabilities and

contributions of

individuals.


Start by identifying the future-

focused business challenges

and consider the needs of all

stakeholders.


Avoid creating a

fragmented

competency

management plan

with questionable

relevance and

value.


When your design plans are

fragmented and too tactical,

users won’t understand the

“what’s in it for me” and your

competency management plan

will…


• Lack integration with talent

programs.

• Be misaligned with business and

cultural strategies.

• Convey unclear messages within

your talent management systems.

• Fail to drive talent growth.


TAKE ACTION

Creating a clear line of

sight allows employees

to understand the

implications of the

organization's strategy

on their roles and how

their expected behaviors

impact business goals.


2. Accelerate

the adoption of

competencies.


1. Communicate to all stakeholders.

2. Integrate competencies into your talent

management systems.

3. Establish an engaging way to orient

users to—and reinforce buy-in for—the

competency model.

4. Train employees and managers to use

competencies.

5. Measure impact!


Avoid creating

haphazard

application and

stakeholder apathy.


Many organizations:

• Struggle to embed a competency management model into their integrated talent strategy.

• Fail to communicate the value or purpose of competencies.

• Create competency descriptions that are hard to understand and use .

• Have users who lack the skills to apply competencies when managing talent.


TAKE ACTION

By gaining stakeholder

buy-in you will ensure your

competency models drive

business and cultural

strategies and employees

see a connection between

their capabilities,

performance and success.


3. Embrace the

value of

competencies

as a business

success

enabler.


1. Create and maintain enthusiasm through

communications after the launch.

2. Anticipate and address the challenges of

applying competencies before they occur.

3. Establish accountabilities to help design

talent management systems that support

the model.

4. Identify methods to evaluate the impact of

competency applications on business and

talent outcomes.


Avoid missing the

opportunity to

evaluate impact

and respond to

business changes.


Many organizations fail to:

• Establish ownership or accountability to

support competency applications.

• Evaluate what is working or make

appropriate changes.

• Use an agile model with the ability to stay

ahead of business changes.

• Provide insights that identify talent gaps or

shortages.


TAKE ACTION

By embracing the value of

competencies, you can

quickly adapt the

competency model when

new challenges arise and

keep talent management

systems in sync with these

changes over time.


Follow these 3 steps

when implementing

your competency

management model

and you will have the

answers to key

business strategy

questions such as…


Do we have the talent needed to win

in the marketplace and sustain long-

term growth?

What competencies (at all levels) are

critical, but in short supply?

What competencies and other

attributes are not well-assessed

or developed by our current talent

management processes?


Learn more:

Competency

Management at

Its Most

Competent

http://www.ddiworld.com/DDI/media/white-papers/competencymanagementatitsmostcompetent_wp_ddi.pdf




Optimized Competency Management

Business

competency management

talent management systems

business alignment

aligned competencies

business priorities

business requirements

welldefined competencies

adoption of competencies