Using Competency Modeling to Centralize Your HR Functions

Key Learning Objectives1. The Evolving (and Increasingly Complex) Role of HR2. Linking HR Processes Using Competency Modeling3. The Role of Competency Modeling in:– Selection– Performance Mgmt – Succession Planning

4. Building A Competency Model5. Real Outcomes from Integrating a Competency Model

HR – A “Master of All Trades”• 1910’s HR

– Keep Employees Working (Happy, Safe, etc.)– Pay Employees

• 2010’s HR– Recruitment/Selection– Compensation– Job Design/Org Change– Promotion/Succession Planning– Compensation/Payroll– Performance Management– Employee Relations– HR Technology/Information Systems/Legal Reporting

Building A Competency Model• A competency:– Is a personal attribute,

based on knowledge, skills or abilities, characterized by key behaviors

– Can span across all levels in an organization, but how they operationalize varies greatly

Linking HR Processes• A competency:

– Lies at the core of all major HR procedures

• A competency model:– Should create a system that

builds “competencies” across job levels

– Creating a “model” for the organization

– Comprehensive enough to cover all positions

– Simple enough that everyone “gets it”

The Role of Competency Modeling• Selection:– Rigorous Selection

focuses on these competencies pre-hire

– Easier to hire than fire– Interview guides– Assessment tools

• On-boarding

The Role of Competency Modeling• Performance Mgmt:– Using competencies to

set categorical areas– Designing performance

factors that focus on key areas

– Anchor with behaviors– Clearly defined

developmental areas

The Role of Competency Modeling• Succession Planning– Build your talent

pipeline– Evaluate performance

against current level’s competencies

– Adding stretch goals that target promotional position’s competencies

Building A Competency Model• As easy as:

1. Host a visioning meeting / Identify job levels & straw model of competency progression

2. Collect your competency and behavior data from high performers across all levels (focus groups)

3. Present any incongruities or disparities to team4. Revise model5. Collect 2nd sample (survey data)6. Confirm and finalize model

Competency Modeling OutcomesBenefits to employees:• Recruiting—the ability to identify talent quickly and with a

greater sense of accuracy. Assist the hiring managers by bringing clarity to new roles within the organization.

• Development—assist the employee with career development activities. Identifying areas for development to enable employees to expand their roles within the organization.

• Performance Management—the ability to support individual goal achievement through identifying areas for development at each job level. This enables the employee to be successful throughout the year.

Competency Modeling OutcomesBenefits to employees:• Succession Planning—identification of key talent to

support the strategic initiatives of the Company. Ability to address gaps within the bench prior to becoming an issue.

• Employee Engagement & Retention—the ability to utilize human resources across an organization by creating value within the Talent.

• Culture—provides a common language to support the employee through the life cycle.

Competency Modeling OutcomesTalent Processes:• Enables organizations to link everyone to strategic plan• Present a more seamless process to employees• Allows performance management process to

incorporate the ‘what’ (goals) with the ‘how’ (behaviors)

• Evaluate solutions based on data not on opinion• Become more effective in due diligence process during

mergers & acquisitions

Questions?Thank You!

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