Competency model development

Competence model – is a pull of competences, necessary for successful job content fulfillment on the relevant position in the relevant organization, described by behavioral indicators. Competence model may include different knowledge background, skills, professional and personal features..

Competence model is the base for HR management system building within the company, starting from recruitment to career planning activities, from roll out of trainings and development programs to monetary motivation system implementation.

Competence model system can be implemented within a company by two scenarios:

First scenario is to use existing ready models and to match it with concrete company. Those types of competence model systems are created by using data of investigations and researches of managerial experience of the world leading companies.
Second scenario is to create competence model starting from scratch. As a result of our efforts you will receive unique competence model system, based on strategic priorities and company specifics.

Our experts are ready to work out the following competence systems:

• Corporate (or core) competences – related to all employees of the company regardless of employee position and status;

• Managerial competences - related to the employees with managerial responsibility (line or functional team managers;

• Professional – related to special group pf positions.

Stages of conduction

• Project planning: description of company’s vision on the result and scope, timeline of the project implementation;
  
• Project team forming for workload analysis and competence system working out.
  
• Definition of methodology of competence working out
  
• Definition of information collection methods, timeline identification for interview conduction.
  
• All necessary data collection
  
• Data analysis and project draft of competence model
  
• Competence model validity check Проверка
  
• Roll out of Competence model system in the company

Methods of competence model system working out

• Strategic (forecasting) interview
  
• Brain storm
  
• Method of repertoire lattices
  
• Investigation method of critical incidents
  
• Direct attribution method (competence maps ranging)
  
• Structured surveys and questionnaire
  
• Necessary documentation analysis (HR documentation, business processes description and etc.)