Competency initiatives sometimes start to lose momentum. To support the maintenance of your competency project, we recommend that you start using your tools right away, celebrate your successes, and ensure you have a plan in place for when to review your competency process and tools.
Throughout every phase of your competency project, communication is the cornerstone and is critical to the success of the project.
Implementing competencies into your HR applications may seem like an overwhelming process. However, with the right planning 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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Succession Planning is critical to ensure that your employees develop the skills and abilities required to assume higher-level roles in the future.
Onboarding generally involves getting new hires up to speed in terms of the requirements of their new role and the culture of the organization.
Defining work in an observable and measurable way by using competencies or National Occupational Standards (NOS), can become the backbone of an organization’s HR applications. They help to ensure that an organization’s talent management strategy is aligned with their business strategy.