FAQs About Competency Profiles: Part 2 - Perennial Talent
22907
post-template-default,single,single-post,postid-22907,single-format-standard,qode-social-login-1.0.2,qode-restaurant-1.0,ajax_fade,page_not_loaded,,select-theme-ver-4.6,wpb-js-composer js-comp-ver-5.5.5,vc_responsive

FAQs About Competency Profiles: Part 2

In Part 2 of FAQ about competency profiling, we answer 3 more of your most common questions.

Q: How do I validate a competency profile?

A: The final step of building competency profiles is to conduct a validation to ensure that the competencies and the stages of development or levels of proficiency are accurate. Think of it as a double-check to ensure you got things right. To validate the profiles, it is often helpful to bring in a second group of subject matter experts (one to three) and have them confirm that the profiles accurately reflect the critical requirements for the job and that there are no missing competencies. During this meeting, it can be beneficial to have one of the original subject matter experts attend who can speak to why the initial group arrived at the decisions they made. One additional benefit of validation is that it allows you to engage additional stakeholders to build buy-in for the project.

Q: What can I use a competency profile for?

A: Everything! (well at least in HR anyway). Once you have defined the critical competencies needed for successful performance you can start using them across all HR processes. They can be used to help you hire the best people, onboard them, manage their performance, and help them to learn and to grow while navigating their own career paths. Competencies become the bridge that connects all of your HR processes or the full talent management lifecycle. This is why they are such a powerful tool.

Q: How often should I update my competency profiles?

A: It is important to ensure that your competency profiles remain up to date. If you make changes to how your jobs are structured, then you will likely need to update your competency profiles as well. It is a good idea to conduct a review of your competencies and competency profiles every two years or so to see if there is anything that has changed.

To learn more about integrating competencies into your talent management programs (e.g., hiring, learning and development, career pathing), check out our Using Competencies for HR Toolkit!

No Comments

Sorry, the comment form is closed at this time.