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 Kramer
Consulting Solutions, Inc. specializes in developing and implementing
a wide variety of competency models, including job, functional,
core, and leadership competencies. A large part of the
business is creating competencies for specific jobs and functions.
What differentiates our company is the ability to customize
the competencies specifically to a job, function, business
unit, or company. In addition, we can describe competency
behaviors in stages, levels, or phases so that individuals
can readily see progression throughout each competency.
Competencies specifically identify the behaviors, knowledge,
and skills that differentiate exceptional performance.
Competencies are written in observable and precise terms to
facilitate the communication of success factors to multiple
audiences.
There are four major types of competency models:
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Job Competency Models:
Describe the behaviors, knowledge, and skills required
for exceptional performance for any particular job.
As a result, individuals and their managers can evaluate
performance against an observable standard. Employees
and managers can observe clear strengths and developmental
areas and target appropriate actions. Career paths
can be clearly defined that describe observable behaviors
for a wide variety of jobs. The identification of
top talent is enhanced due to the precise ability to evaluate
specific competencies during the selection process.
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Functional Competency Models:
Define the most important standards of performance for
individuals within any function, i.e., Sales, Marketing,
Research and Development, Operations, etc. These
competencies precisely describe functional excellence
for all jobs or positions within the function. Applications
for the function are developed to support implementation.
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Core Competency Models: Identify
the critical skills, knowledge, and abilities that are
required for success for all individuals in a particular
organization. This creates a common language and
an agreed upon standard of performance among employees.
Competencies can be developed to define steps of progression,
which enables differentiation of performance.
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Leadership Competency
Models: Describe the most important success
factors for all executives or leaders within an organization
or function. Individuals are provided with a road
map of observable behaviors to chart their future success.
These competency models are very powerful when used in
talent management and in executive coaching. |
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