Designing and Implementing Competency Frameworks
We’ve worked with a number of large blue chips to design a competency framework for their marketing team. This means that each employee knows exactly what they should be able to do within each level of the hierarchy and for each job role. That way they can operate more effectively if their goals and objectives are clear and each competence is measurable. It’s also useful at appraisal time and for career progression within the organisation. Additionally competency frameworks can be used during recruitment to design new job roles and structure interviews thereby ensuring the right applicant is appointed.
Using qualitative interviews we will talk to you and your team in detail; the results of these interviews allow us to accurately map job roles to a framework that suits your organisation. Many organisations have competency frameworks in place and, if required, we will work within your parameters to ensure the new framework integrates effectively with existing ones. Alternatively we can design a completely new framework if there are none in place.
We use the National Occupational Standards as a rough guide to frameworks, but we also use experience and knowledge to ensure the right people are tasked with the right role to maximise efficiency within the team. After we map the job roles and build the framework we build an assessment so each individual in the team can self-assess and identify skill gaps. The framework and assessment tools are then piloted with a small group of employees and finalised.
One area of competency framework design and launch that is often missed out is internal marketing. Employees often feel threatened by changes and we work with you and your team to ensure everyone knows why a new way to identify skill gaps is being implemented. That way everyone feels confident that it is part of a valuable personal development process rather than a way to highlight individual weaknesses!
Contact Us
Designing and Implementing Competency Frameworks
We’ve worked with a number of large blue chips to design a competency framework for their marketing team. This means that each employee knows exactly what they should be able to do within each level of the hierarchy and for each job role. That way they can operate more effectively if their goals and objectives are clear and each competence is measurable. It’s also useful at appraisal time and for career progression within the organisation. Additionally competency frameworks can be used during recruitment to design new job roles and structure interviews thereby ensuring the right applicant is appointed.
Using qualitative interviews we will talk to you and your team in detail; the results of these interviews allow us to accurately map job roles to a framework that suits your organisation. Many organisations have competency frameworks in place and, if required, we will work within your parameters to ensure the new framework integrates effectively with existing ones. Alternatively we can design a completely new framework if there are none in place.
We use the National Occupational Standards as a rough guide to frameworks, but we also use experience and knowledge to ensure the right people are tasked with the right role to maximise efficiency within the team. After we map the job roles and build the framework we build an assessment so each individual in the team can self-assess and identify skill gaps. The framework and assessment tools are then piloted with a small group of employees and finalised.
One area of competency framework design and launch that is often missed out is internal marketing. Employees often feel threatened by changes and we work with you and your team to ensure everyone knows why a new way to identify skill gaps is being implemented. That way everyone feels confident that it is part of a valuable personal development process rather than a way to highlight individual weaknesses!
Contact Us