Get a competency framework right for your organisation and your talent management practices make a real and lasting contribution. Get it wrong – or choose not to have one at all – and performance management and succession planning is compromised.
Whether you have a 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 propose a plan based on your timescale, budget and what you are wanting to achieve. This could include consulting widely, facilitating focus groups, focusing on discussion with a few core people, talking widely with HR. We’ll share with you the pros and cons of each suggested approach, so you can make an informed choice.
Sensitive to internal politics, the need for inclusion and aware 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 map out a project road map, update this as we go along and give you the words and messages for you to manage your internal communication.
Whether we facilitate group discussion or focus on core conversations, the draft framework will be tested and trialled – and using our Talent® where possible. We’ll then map the final competencies onto your talent management practices including 360 degree feedback.
We’re not about you depending on us as consultants. We look to share and transfer our knowledge so you can take the framework forward.
Designing a competency framework:
14 April 2016
If you already have a competency framework that has been in place for more than a couple of years, it may be in need of a strategic review and see how it’s working for your business.
Read more >>
21 April 2016
In what ways are competencies visible in your organisation? What would you see if a competency framework was really ‘alive’?
Read more >>
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