One common mistake that people make is they try to identify the competency or skill profiles for the entire organization at the same time. We recommend starting with a pilot group so that you can tailor the process to your needs and optimize it as you go.
Is your competency initiative starting to lose momentum? Are you worried you will define competencies only for them to end up being stored in a binder or on the cloud?
Throughout every phase of your competency project, communication is the cornerstone and is critical to the success of the competency project.
Implementing competencies into your HR applications may seem like an overwhelming process. However, with the right competency plan and project management, it doesn’t have to be.
By adding competencies to your HR programs, you are changing how the organization approaches the management of your people, so it is important to manage the people side of this change.
Adding competencies to your hiring, onboarding, learning and development, career management or succession planning programs may feel overwhelming at times and seem like an impossible task. It doesn’t have to be. By following our four-step approach, you can ensure that your competency project is a complete success.
Tips for Measuring the Success of your Competency Project
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