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    Life spares none from conflict. But unfortunately the word has not yet reached the schools that train professionals. Name the profession – engineering, teaching, business, social work, lawyer, religion, medicine, whatever. It’s a rare academy that offers training in how to navigate the conflicts that come with practice of that profession.

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    Life spares none from conflict. But unfortunately the word has not yet reached the schools that train professionals. Name the profession – engineering, teaching, business, social work, lawyer, religion, medicine, whatever. It’s a rare academy that offers training in how to navigate the conflicts that come with practice of that profession.

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    40 views3 pages

    Managing Competencies With Software

    Uploaded by

    Jee
    Life spares none from conflict. But unfortunately the word has not yet reached the schools that train professionals. Name the profession – engineering, teaching, business, social work, lawyer, religion, medicine, whatever. It’s a rare academy that offers training in how to navigate the conflicts that come with practice of that profession.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    of 3

    Managing Competencies with Software

    Competency-based selection, development and retention programs can provide huge benefits to organizations who can implement
    them properly.

    But traditionally competencies were often reserved for large organizations: the cost of developing accurate, customized competencies,
    combined with the sheer resources needed to implement them into broader talent management strategies were major barriers to entry.

    Today, that’s all changed. Developments in cloud-based software (like HRSG’s CompetencyCore) have made competencies accessible
    to mid-sized and smaller organizations.

    Let’s explore how:

    Competencies Competency: Client Focus


    Throughout the Definition: Providing service excellence to internal and/or external clients.

    Employee Lifecycle Level 1 Level 2 Level 3 Level 4 Level 5


    Dispatch diagnostic competency
    assessments to determine an
    individual’s competency
    Competencies are useful in and proficiency level.

    of themselves, but their true value Behavioral Behavioral


    Looks for ways to add
    Behavioral Behavioral
    value beyond clients’
    comes in mapping them to the jobs Indicator 1 Indicator 1
    immediate requests.
    Indicator 1 Indicator 1 Dispatch in-depth job-specific
    competency assessments to assess
    in your organization so that they an individual’s effectiveness at a
    Addresses the
    can be used throughout the full Behavioral Behavioral unidentified, underlying Behavioral Behavioral specific proficiency level.

    lifecycle of an employee: selection, Indicator 2 Indicator 2 and long-term client


    needs.
    Indicator 2 Indicator 2
    Include competencies at the
    development and retention. required level of proficiency on
    Enhances client service Job Descriptions to describe the
    Behavioral Behavioral Behavioral Behavioral behaviors required for successful
    Let’s take a look at a sample Indicator 3 Indicator 3
    delivery systems and
    Indicator 3 Indicator 3 performance in a job.
    processes.
    competency. Here are all the
    ways that competencies can feed Behavioral
    Anticipates clients'
    upcoming needs and
    Interview candidates against the
    Indicator 4 specific competencies and behavioral
    into your talent management concerns. indicators mapped to a job.
    strategy — if you have the right
    software in place:
    Help chart an employee’s path for growth by articulating competency
    progression as it relates to job requirements.
    The Benefits of a Competency Management Software System

    Ease of access and sharability: The days of flipping through binders of competencies are long gone. With intuitive,
    easy-to-use software like HRSG’s CompetencyCore, it’s never been easier for HR professionals and teams to access and
    manage competencies.

    Build a solid foundation for HR processes: Using competencies as the foundation to develop measurable and objective HR
    programs was often unrealistic for most HR professionals. Looking for solutions that automatically build HR applications,
    like interview guides or assessments from competencies allow HR professionals to truly benefit from a competency-driven
    approach without the heavy lift.

    Regular updates: As the world of work evolves, so do the skills and behaviors that define success. Within a software
    environment, those changes can be easily rolled out, so that your organization stays ahead of the curve.

    Automation of time-consuming tasks: The ultimate objective of any technology is to save time. Today, HR professionals
    have access to technology like never before to accelerate processes like competency profiling activities. Systems like
    HRSG’s CompetencyCore give you access to hundreds of pre-built competency profiles and the tools to quickly and
    easily validate those profiles with your employees.

    Off-the-shelf, battle-tested competencies: One of the major obstacles to competencies in the past has been the cost of
    competency development. Any solid competency management software system will include access to a base set of
    off-the-shelf competencies, proven to be effective in organizations like yours.
    Like What You See? Let’s Start The Conversation

    Book your meeting by clicking


    on my profile picture then filling
    out the form.

    Book Your Demo

    © Human Resource Systems Group. All rights reserved. | Tel: 1-866-574-7041 www.hrsg.ca [email protected]

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