RESOLUTIO Human Resources Consulting - Professional assessment of competence - Competence management - About the method

Definition: this is the way of building personnel policy of a Company, based on competences, relevant for each area.

OBJECTIVE:

• Efficient linking of all areas of personnel policy in the Company in one coherent system, based on competences
• Increase of effectiveness of realization of Company’s business objectives by an accurate and coherent personnel policy

METHODS:

1. A complete catalogue of competences that RESOLUTIO possesses at its disposal can be a starting point for the selection of key competences. This catalogue contains around 50 complete descriptions (name, general definition, operational definition, behaviors’ description, and indicators). The selection may be performed by the Personnel Department or appointed Expert Team. The decision may be hammered out by:

• common discussion and determining of the lists and definitions of key competences,
• cycle of moderated workshops, during which the Expert Team develops the model and definitions of competences.

2. The already existing model that requires modification or a valid system of Company’s values may also constitute the starting point for development of competence system.

THE ELEMENTS OF THE PROCESS:

Elaboration of the catalogue of Company’s competences that includes definitions and indicators

Elaboration of expected competency profiles for all or selected (key) positions

The final stage is preparation of monitoring, assessment and development tools (periodic appraisal system, Assessment/Development Centre methodology, 360 Degree Feedback)

Find out more:

• Assessment Centre / Development Centre
• 360 Degree Feedback

Designing and implementing IT tools, supporting management of data obtained during competences assessment processes

BENEFITS:

• Competency profiles may enrich the traditional system of creation of job descriptions - supplement to the Job Description Card
• Competency profiles become an element of common company language – the employees start to think and talk about self-expectations, using the language of competences
• Personnel Department finds a common ground for direct cooperation with line managers
• Competence Model facilitates realization of recruitment activities (ready-to-use description of competence requirements that can be a reference point during the evaluation of recruitment and selection processes)