Design a Competency or Skills Framework.
A skills or competency framework that is right for your organisation can make a real and lasting contribution to your workforce planning practices. When the framework is wrong, performance management and succession planning are compromised.
We’ll start where you are
Whether you have a skills or competency framework already which needs updating, are starting from scratch, or want to take our Head Light Competency Framework and adapt it, our business psychologists will work with you and your project team.
We’ll work out what’s best for you.
A blended approach
We’ll propose a plan based on your timescale, budget, and what you want to achieve.
This could include consulting widely, facilitating focus groups, focusing on discussion with a few core people, and talking widely with HR.
We’ll share with you the pros and cons of each suggested approach, so you can make an informed choice.
Process and politics
Sensitive to internal politics, the need for inclusion, and awareness of historical sensitivities, we know what it takes to design a framework that is accepted and becomes embedded.
But we know when to draw the line – and be pragmatic, practical and respectful of time.
We’ll build a project roadmap, update this as we go, and give you the words and messages to manage your internal communication.
Testing, trialling and mapping
Whether we facilitate group discussion or focus on core conversations, the draft skills and competency framework will be tested and trialled – using the Talent Cloud® platform where possible.
We’ll then map the final competencies across your workforce practices including 360-degree feedback, performance review and succession planning.
Self-sufficiency
We’re not about you depending on us as consultants. That helps no one.
We look to share and transfer our knowledge so you can take the framework forward.
Experience and expertise
Our business psychologists have decades of experience in designing practical and pragmatic skills frameworks – across all sectors.
They know how to avoid the pitfalls and how to build in best practice.
Designing a competency framework:
- Gives a common language to workforce conversations
- Brings organisational values to life through defined, observable behaviours
- Connects organisational goals with the day-to-day skills and behaviours needed
- Gives individuals clarity on what good looks like in their role - and what progression requires
- Gives individuals clarity on what good looks like in their role - and what progression requires
- Creates the capability baseline needed to identify skills gaps and inform workforce planning
- Identifies potential by giving a consistent, evidence-based way to assess and compare people
Frequently Asked
Questions
A competency framework brings a shared language so that those hiring, developing, promoting, managing and supporting talent understand the essential behaviours and skills needed by the business.
Every organisation is different. Identify the skills, behaviours and values your organisation needs. Translate into your firm’s own language, priorities and focus and build your competency framework.
Understand the future skills needed in the organisation. Review and update your competency or skills framework. Audit your current skillset. Decide and plan to develop or hire essential future skills.
Get a business psychologist to review it. They understand how competencies, behaviours, skills and values work together, and how to design, tweak and update a framework to make it useful and effective.