Designing and implementing competencies can be extremely difficult and time consuming. Most HR departments are too busy with day-to-day operations and do not have time to create and build a comprehensive competency framework.
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Our Advice
Critical Insight
Core and leadership competencies provide organizations and their employees with a common understanding of the knowledge, skills, attributes, and behaviors required to achieve organizational goals and remain competitive.
Impact and Result
- Understand the difference between core, leadership, and function-specific competencies.
- Build core and leadership competencies that identify and explain the knowledge, skills, attributes, and behaviors that are most important to the organization leveraging McLean & Company’s competency library.
- Define core and leadership competencies using behavior-based language.
- Implement the competency frameworks and integrate throughout various HR functions.
- Support the competency framework through annual reviews and appropriate resourcing.
Develop a Comprehensive Competency Framework
Leverage the single most important tool for driving key HR functions.
Executive Summary
McLean & Company Insight
A comprehensive competency framework provides organizations and its employees with a common understanding of the knowledge, skills, attributes, and behaviors required to achieve organizational goals and remain competitive.
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Competency frameworks are the collection of knowledge, skills, and attributes an employee requires to do a job well
What is a competency? It is made up of:
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A competency framework:
- Is a formal structure that lists a collection of competencies, where each competency defines one aspect of behavior an employee must exhibit to perform well in their job.
- Is used to define the critical behaviors for roles within the organization, which aids in a range of HR practices including talent acquisition, performance management, employee development, and succession planning.