Review existing workforce, assess competency needs, and establish job standards
Recruitment & Onboarding
Leverage competencies in recruiting process and develop on-boarding curricula
Assessment & Learning
Perform competency assessments and create targeted learning programs to close gaps
Drive performance and provide a career roadmap with competency development
Review workforce profile and promote based on competency levels
Align to a clear business purpose. Why are we doing this?
Create a competency framework: technical, behavioral, HSE, core, and location-specific competencies
Establish a competency assessment and development procedure
Create a communications plan to ease the change process
Start with our competency database
Review client data
Customize competency units and roles
Map learning activities to competency units and levels
Our competency assessment process provides a baseline competency profile for individuals and an overall picture of organizational strength. Individuals can pursue prioritized competency development plans to close gaps through development and reassessment. This evergreen process enables employees to improve their competency level throughout the year, ensuring employee motivation and creating a higher performing organization.
Provides employees with clarity around job responsibilities, allows supervisors to observe employees over a range of operating conditions, and enables trained assessors to ensure assessments are fair and objective.
Employee results are reviewed to identify and prioritize competency gaps. Then, individual development plans are created to bridge each gap using a blend of suggested learning events and on-the-job application.
Employees can participate in a blend of learning based on the development plan, then apply new knowledge and skills on the job. Once an employee is ready, a reassessment can be conducted to close the gap.
Our Road Map illustrates the series of events we follow to implement a competency management project. It starts with the design framework to determine how the competency models will look, whether they’ll include technical and behavioral competencies, and the number of competencies within each model.
Within the development phase we customize the models, map the learning, then deploy our software and train our clients on how to use it. Then a client starts the assessment process with its employees, line managers, and assessors. In the final phase, individual development plans are created, employees pursue their learning, and they’re reassessed to close any competency gaps.
This timeline depicts a theoretical schedule indicating the units of work. Smaller projects can take 3-4 months, while larger projects may require multiple years.
Our industry-leading software manages the entire competency assessment and development process with integrated learning content. See how CMS Online can enhance your workforce competence.
IHRDC’s competency database is the broadest library available in the industry. By licensing our content, you can quickly establish your own competency framework based on an international benchmark.
Our competency specialists have successfully managed projects in more than 30 countries worldwide. Learn more about how our team can help you achieve your business objectives.