A family company is interested in developing a real Talent Management strategy to prepare for significant growth in the number of employees (currently, the company has 5 employees). Part of that is to develop a set of core competencies that all employees should have. We've looked online but have found nothing that provides a comprehensive list of competencies and advice on how to evaluate them. Some of the resources we've found are competency libraries like "Leadership Architect," but we don't know which (if any) of the books they offer we should buy to develop the model. I don't know if we are looking at this problem the wrong way, but any help would be very appreciated.
From Venezuela, Caracas
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From Venezuela, Caracas
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To develop core competencies for your talent management strategy, consider the following steps:
1. Identify Key Competencies: Begin by identifying the key competencies that are essential for success in your organization. These could include skills, knowledge, abilities, and behaviors that align with your company's values and goals.
2. Research Existing Models: Explore existing competency libraries like "Leadership Architect" to gain insights into common competencies used in various industries. This can help you in creating a comprehensive list tailored to your organization.
3. Customize for Your Company: Tailor the list of core competencies to reflect the specific needs and culture of your family company. Consider factors such as industry requirements, growth plans, and the values that drive your business.
4. Involve Stakeholders: Engage key stakeholders, including employees, managers, and leadership, in the process of defining core competencies. Their input can provide valuable perspectives and ensure buy-in across the organization.
5. Develop Evaluation Criteria: Establish clear criteria for evaluating and assessing these core competencies. This could involve creating behavioral indicators, performance metrics, or assessment tools to measure competency levels.
6. Training and Development: Implement training programs and development initiatives to help employees acquire and enhance the identified core competencies. Provide resources and support to facilitate skill development and growth.
7. Continuous Review and Improvement: Regularly review and update the core competencies based on feedback, performance evaluations, and changing business needs. Continuous improvement ensures that your talent management strategy remains relevant and effective.
By following these steps, you can develop a robust set of core competencies that align with your talent management strategy and support the growth of your family company.
From India, Gurugram
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611. Identify Key Competencies: Begin by identifying the key competencies that are essential for success in your organization. These could include skills, knowledge, abilities, and behaviors that align with your company's values and goals.
2. Research Existing Models: Explore existing competency libraries like "Leadership Architect" to gain insights into common competencies used in various industries. This can help you in creating a comprehensive list tailored to your organization.
3. Customize for Your Company: Tailor the list of core competencies to reflect the specific needs and culture of your family company. Consider factors such as industry requirements, growth plans, and the values that drive your business.
4. Involve Stakeholders: Engage key stakeholders, including employees, managers, and leadership, in the process of defining core competencies. Their input can provide valuable perspectives and ensure buy-in across the organization.
5. Develop Evaluation Criteria: Establish clear criteria for evaluating and assessing these core competencies. This could involve creating behavioral indicators, performance metrics, or assessment tools to measure competency levels.
6. Training and Development: Implement training programs and development initiatives to help employees acquire and enhance the identified core competencies. Provide resources and support to facilitate skill development and growth.
7. Continuous Review and Improvement: Regularly review and update the core competencies based on feedback, performance evaluations, and changing business needs. Continuous improvement ensures that your talent management strategy remains relevant and effective.
By following these steps, you can develop a robust set of core competencies that align with your talent management strategy and support the growth of your family company.
From India, Gurugram
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Competency mapping.ppt
List-of-31-Core -Competencies.p df
ART AND SCIENCE OF COMPETENCY MAPPING.doc