Competency Management

Drive Your Talent Strategy with our Competencies Expertise

Over the past 50 years, we’ve provided competency assessment services to the oil, gas, and power industries. Learn how we partner with our clients using our team of specialists, a comprehensive database of competency models, and our industry-leading competency management software, CMS Online.

Why Competency?

Competency management is critical to today’s oil and gas industry. Many energy companies and oilfield services firms use competencies to successfully respond to critical workforce issues. These include attracting and retaining the right technical talent, complying with regulatory requirements, and growing the staff capabilities needed to achieve a strategic advantage.


I get a clear understanding of job expectations, identify learning and career development opportunities, and form my road map for growth.


Our company can reduce competence-related incidents and accidents, improve productivity and profitability, and create a strategic view of personnel capabilities and talent.


Our standardized skillsets can be mapped to industry norms. By aligning to industry standards, we can improve our recruiting and onboarding process without a drop off in talent because we have a better understanding of their skillsets.

What is Competency?

The knowledge, skills, abilities, and behavioral attributes that enable an individual to perform consistently and reliably.
Job Competency Model
The elements that comprises the total expectation of a specific position. It sets the level of performance expected for the position by the organization.
Competency Management System
A process of assessing, analyzing, and developing the competence of personnel. It includes the systems, tools, and processes that ensure employees are competent to complete tasks to a specific standard. This may be customized to the level of performance expected of the position for the organization.
WHAT is Competency 3

Competencies Drive the Talent Management Cycle

A fully developed competency management program supports all aspects of the talent management cycle—from workforce planning and recruitment to succession planning.
Competencies Drive #1 info

Workforce Planning

Review existing workforce, assess competency needs, and establish job standards

Competencies Drive #2 info

Recruitment & Onboarding

Leverage competencies in recruiting process and develop on-boarding curricula

Competencies Drive #3 info

Assessment & Learning

Perform competency assessments and create targeted learning programs to close gaps

Competencies Drive #4 info

Performance Management

Drive performance and provide a career roadmap with competency development

Competencies Drive #5 info

Succession Planning

Review workforce profile and promote based on competency levels

Competency Project Implementation Methodology


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.

A Road Map for Success

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.

IHRDC Competency Management Resources​

CMS Online Software

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.

Competency Library

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.

Consulting Services

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.

Success Stories


The amount a major IOC was fined by U.S. regulators because they didn’t have a compliance system in place. By implementing CMS Online, they avoided further fines because they had the proper tools and system in place to address the issue.


A Nigerian national was assessed at a 10% level of competency at the start of the program. Within 18 months, they improved to 87% competence because they had a road map to follow.


There are more than 50,000 active CMS Online software users in 24 countries around the word.