Competency Models

Together with you, we define the objective criteria for evaluating hard-to-measure parameters of work performance, work behaviour and employee development needs.

The service contains these specific products

• Competency maps and behavioural criteria
• Job Description – creating and editing

COMPETENCY MAPS AND BEHAVIOURAL CRITERIA

The behavioural approach focuses on the description of required and successful behaviour within the context of a job position followed by assessment of a match between the candidates’ or employees’ actual behaviour and the competency model. Competency means, in particular, the real application of human capabilities in specific situations. The competency description is focused on readiness to manage the job-related tasks in the range of:

• Personal prerequisites and social skills, so-called soft skills
• Knowledge, experience and proficiency, so-called hard skills

WHAT YOU GET BY SETTING UP COMPETENCY MAPS AND DESCRIBING BEHAVIOURAL CRITERIA

	OBJECTIVE CRITERIA FOR EMPLOYEES EVALUATION AND DEVELOPMENT
	PERFORMANCE ASSESSMENT CRITERIA FOR THE EMPLOYEE EVALUATION SYSTEM, WHICH CAN BE SUPPLEMENTED WITH METRIC SUGGESTIONS AND THE DESIGN OF THE EVALUATION PROCEDURE
	COMPREHENSIBLE INFORMATION FOR EMPLOYEES ON THE WORK PERFORMANCE SUCCESS CRITERIA IN THEIR JOB POSITION
	BASIS FOR PREPARING A JOB DESCRIPTION
	BASIS FOR SETTING AN AC/DC PROGRAM
	BASIS FOR THE SELECTION PROCEDURE AND THE PREPARATION FOR A PROPERLY CONDUCTED SELECTION INTERVIEW

JOB DESCRIPTION

CREATING AND EDITING

The job description contains the basic information about the job, functional relations, main tasks, responsibilities and the success factors on the job position. A job description in factual and objective form considers not a specific person, but the functional and systematic parameters:

• Content and scope of work
• Responsibilities
• Performance criteria for the given position
• Organizational context – management relations
• Motivational factors
• Personal development factors

WHAT WILL YOU GET BY IMPLEMENTING AND USING THE STANDARDIZED JOB DESCRIPTIONS

	COMPREHENSIBLE AND STANDARDIZED BASIS FOR EMPLOYEE SELECTION
	CLEAR INFORMATION FOR EMPLOYEES ON THE COMPANY REQUIREMENTS RELATED TO THE JOB DESCRIPTION
	THE BASIS FOR SETTING PERFORMANCE TARGETS, DEVELOPMENT AIMS AND THE PATH OF EMPLOYEE DEVELOPMENT
	THE BASIS FOR PERFORMANCE AND TARGET EVALUATION
	DEFAULT DESCRIPTION TO BE REGULARLY UPDATED

If you are interested, you can contact us via the form below.