Talent Management

Our approach to Talent Management
Our approach to Pre Hire or Pre Promotion Competency Assessment

Everyone has their own idea of what it takes to be an effective leader, but organizations which will succeed in tomorrow's workplace take a systematic approach to talent management by operationalizing the specific skills, motives, and competencies that actually distinguish average managers and leaders from superior ones.

Through applied research in your organization we identify the critical content of jobs, and the competencies of high performing leaders: their motives, what they observe and pay attention to, feelings, cognitive processing used in data analysis, decision making and planning, and sequences of behavioral actions which produce superior versus average performance. We then construct a competency model which is sensitive to your specific leadership needs, challenges and strategic vision for your organization and provide you with models which add economic value and allow you to identify leadership candidates with the highest potential for success in leadership.

Our approach to Talent Management

Competency International's specific contribution to Talent Management is in the field of High Potential Leadership Assessment and Development.

The objective being to help clients to develop programs that provide leaders who deliver breakthrough performance in the particular job position or role in which they are placed.

Our approach to this is to first define the competency requirements of the specific positions that need to be filled.

Typically this involves the development of a competency model of what differentiates superior from average performance in the job. This provides a valid picture of what is required currently for superior performance. This is particularly so if hard, objective outcome data is available to truly determine superior performance rather than relying on judgmental ratings or nominations.

The next step is to break down or operationalize the organizations overall strategy and what will be needed to be done specifically at the key task level in the target jobs.

Based on this analysis a final competency model is developed which incorporates behavior needed in the future. These behaviors are developed from the key task analysis required to support future strategy the results of which are matched to our task/competency database.

Participants in the clients High Potential program are assessed against the model. Normally feedback is given during a custom designed workshop and extended follow on program of development activities.

After promotees have been in post for several months a further validation exercise is conducted. This study checks to see which combination of competencies best explains the variance in their measured performance post their promotion. The original competency model is then revised or re weighted accordingly.

Following this process we have found that in one particular client application that the set of competencies explained 42% of the variance in promotees on the job performance approximately one year after their promotion.

Our approach to Pre Hire or Pre Promotion Competency Assessment

Research has consistently shown that a relatively small number of competencies can account for a substantial amount of the variance in a managers measured job performance.

As a result, over the years, we have been asked by our clients to conduct many small scale competency assessments so as to help them with critical hiring or promotion decisions.

We are now able to offer a similar service on a wider basis. If you have a situation where you have narrowed down your choice of candidates to the last 3 or 4 then perhaps we can help you.

Our service can start for example with a job task analysis from which the appropriate competency profile can be determined.

We can then interview your candidates and compare the competencies they possess against the job competency profile and prepare a report for your consideration.

If you have an existing job competency profile we can review this and comment on how well, in our experience, it matches the task demands of the job.

Candidates can then be assessed against the profile as detailed earlier.

Having completed the assessments we can provide you with objective information regarding job/person best fit.

We can also, if required, assist you with any development and coaching activities that the analysis suggests may be needed.

 

 

   


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High Potential Assessment and Development Process