Competency models are a foundational element to any world-class Talent Management (Human Resources) strategy. They identify and describe the critical skills, knowledge, and abilities linked to top performance in your unique business environment and provide a clear roadmap for success for your people. This presentation was created as part of a webinar that shares TalentFirst's best practices around competency models to empower participants with practical recommendations they can readily apply in their organization. To download the webinar use this URL http://tinyurl.com/ozzf33y

1. Part One: How To Develop Valid
And Actionable Competency
Models
Luciano Gregoretti
Consultant
908.897.0924
lgregoretti@talentfirst.com

2. 1 - How to Develop Valid
and Actionable
Competency Models
June 10th – 12th
2 - Competency-Based
Talent Development
June 24th – 26th
3 - Using Competency
Models to Hire Top
Talent
July 8th – 10th
4 - Competency Models
and Performance
Management
July 22nd – 25th
7 Steps to Developing Competency Models:
Progression
5 - Competency-Based
Coaching
Aug 5th – 7th
6 - Competency Models
and Leadership
Development
Aug 19th – 21st
7 - Integrated Talent
Management and Cloud
Technology
Sep 2nd – 4th

3. 3
About TalentFirst
A Talent Management consulting and technology firm that offers actionable
tools and systems to optimize organizations’ human capital investment
Consulting Technology Assessment

4. Competencies 101

5. Business Case For Competencies
Dollar: Financial Capital
=
Competency: Human Capital

6. Other Advantages…
For the people
 Clearly defines expectations for the role(s)
 Increases clarity and ownership around development (roadmap)
 Drives greater employee engagement and organizational commitment
For the organization
 Increase performance (hard and soft)
 Lower turnover rate
 Higher talent retention
For the HR department
 From “reactive administrative” to “strategic business” function

7. What are Competencies?
 Includes behavioral-anchored
descriptors of the capabilities
needed for success in a role(s)
 Includes how these capabilities are
applied or demonstrated at various
proficiency levels
Skills,
Knowledge
& Abilities
Applied for
Specific
Outcomes

8. Competency Models Need To Be:
Simple
Targeted
Actionable

9. Today or Tomorrow?
75% Critical Today
25% Future Focused

10. Form Follows Function
Learning
Applying
Leading
Expert
 Applies to those individuals who have become
function leaders and who are strategic and proactive
in the achievement of their business responsibilities
 Applies to those individuals who are able to work
independently and who are fully functional in the
position
 Applies to those individuals who are new in the
position and/or who have altered responsibilities
 Applies to those individuals who command an extensive
base of knowledge and organizational influence and who
actively coach and mentor others

11. Example of Competency
Learning Applying Leading Expert
Influencing & Consultative Selling
Uses a persuasive,
consultative selling model and
product knowledge to
influence customers to
choose Company’s products.
Completes pre-call plan to
identify objectives for each
customer interaction.
Evaluates results to refine
approach.
Engages customers to
understand their specific
needs and opportunities.
Tailors selling strategies and
approaches based on
individual customer
requirements and style.
Applies power of persuasion
to drive others’ decision
making and actions to
increase sales.
Anticipates customer needs
and proactively addresses
opportunities/issues to drive
increased short and long-term
business results in the
Territory. Delivers strategic,
value-added solutions for
customers that produce
mutually-beneficial results.
Demonstrates a track record
of driving positive action in
others.
Advances capabilities of peers
and serves as a resource for
consultative selling
techniques and influencing
best practices. Creates
champions throughout the
customer base for a broad
impact beyond product and
Territory. Sought out by
cross-functional partners to
develop and implement sales
strategies.
Customer Engagement
Definition: Cultivates relationships with key decision makers and applies persuasive, consultative
selling skills to increase access and gain product support to achieve Company and customer objectives.
Builds purposeful internal and external networks to develop and drive collaborative, value-added
solutions.

12. Competency
Development & Launch

13. It Starts With an Objective Analysis
Leadership
Interviews
Behavioral
Insight©
Job
Analysis
Job
Function
Survey
 Objective data linked to
performance
• Limits subjective biases
• Reduces risk to the organization
 Efficient, multi-pronged study
 Greater staff engagement and
ownership
TalentFirst Foundation Study

14. Leadership Interviews
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 Capture strategic and systemic perspective
 Allow to incorporate vision and strategy in model
 Ensure optimal buy-in
 45’ minutes/ 1 hour interview

15. Job Analysis (real-life observations)
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 Observe key behaviors in real life situations
 Understand context and environment
 Include top, average and low performers
 Provide qualitative data to be leveraged in survey
phase

16. Job Function Survey
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 To gather large number of information around
KSAs
 Everyone is involved in the process!
 Buy-in and adoption

17. Behavioral Insight©
Leadership
Interviews
Behavioral
Insight©
Job Analysis
Job
Function
Survey
 Identify core personality traits that differentiate
top performers
 A valid and reliable online behavioral assessment
tool
 High-Performance Footprint

18. Launching Competency Systems
 Competency systems need to be launched for maximum impact and
sustainability
 Communication linking competencies to business strategy
 Interactive launch session
 1-2 competency-based tools and systems
 Post-launch – phased deployment of additional tools and systems

19. “Change the expectations, change the outcomes”

20. The Next Webinar…
REGISTER FOR THE NEXT WEBINAR!
Competency-Based Talent Development
June 24, 2014 at 1:00 - 1:30 PM ET
June 26, 2014 at 3:00 - 3:30 PM ET

21. Audience Questions & Answers
21

22. TalentFirst Headquarters
1011 US Hwy. 22 West
Bridgewater, NJ 08807

TalentFirst India
B 45 DSIDC Industrial Estate
Delhi 1100 95, INDIA

Luciano Gregoretti
Consultant
908.897.0924
lgregoretti@talentfirst.com