1. Using Competency Modeling to
Centralize Your HR Functions

2. Key Learning Objectives
1. The Evolving (and Increasingly Complex) Role of HR
2. Linking HR Processes Using Competency Modeling
3. The Role of Competency Modeling in:
– Selection
– Performance Mgmt
– Succession Planning
4. Building A Competency Model
5. Real Outcomes from Integrating a Competency Model

3. HR – A “Master of All Trades”
• 1910’s HR
– Keep Employees Working (Happy, Safe, etc.)
– Pay Employees
• 2010’s HR
– Recruitment/Selection
– Compensation
– Job Design/Org Change
– Promotion/Succession Planning
– Compensation/Payroll
– Performance Management
– Employee Relations
– HR Technology/Information Systems/Legal Reporting

4. Building A Competency Model
• A competency:
– Is a personal attribute,
based on knowledge,
skills or abilities,
characterized by key
behaviors
– Can span across all
levels in an
organization, but how
they operationalize
varies greatly

5. Linking HR Processes
• A competency:
– Lies at the core of all major
HR procedures
• A competency model:
– Should create a system that
builds “competencies”
across job levels
– Creating a “model” for the
organization
– Comprehensive enough to
cover all positions
– Simple enough that
everyone “gets it”

6. The Role of Competency Modeling
• Selection:
– Rigorous Selection
focuses on these
competencies pre-
hire
– Easier to hire than
fire
– Interview guides
– Assessment tools
• On-boarding

7. The Role of Competency Modeling
• Performance Mgmt:
– Using competencies to
set categorical areas
– Designing performance
factors that focus on
key areas
– Anchor with behaviors
– Clearly defined
developmental areas

8. The Role of Competency Modeling
• Succession Planning
– Build your talent
pipeline
– Evaluate performance
against current level’s
competencies
– Adding stretch goals
that target promotional
position’s
competencies

9. Building A Competency Model
• As easy as:
1. Host a visioning meeting / Identify job levels &
straw model of competency progression
2. Collect your competency and behavior data from
high performers across all levels (focus groups)
3. Present any incongruities or disparities to team
4. Revise model
5. Collect 2nd sample (survey data)
6. Confirm and finalize model

10. Competency Modeling Outcomes
Benefits to employees:
• Recruiting—the ability to identify talent quickly and
with a greater sense of accuracy. Assist the hiring
managers by bringing clarity to new roles within the
organization.
• Development—assist the employee with career
development activities. Identifying areas for
development to enable employees to expand their
roles within the organization.
• Performance Management—the ability to support
individual goal achievement through identifying areas
for development at each job level. This enables the
employee to be successful throughout the year.

11. Competency Modeling Outcomes
Benefits to employees:
• Succession Planning—identification of key talent to
support the strategic initiatives of the Company.
Ability to address gaps within the bench prior to
becoming an issue.
• Employee Engagement & Retention—the ability to
utilize human resources across an organization by
creating value within the Talent.
• Culture—provides a common language to support the
employee through the life cycle.

12. Competency Modeling Outcomes
Talent Processes:
• Enables organizations to link everyone to
strategic plan
• Present a more seamless process to employees
• Allows performance management process to
incorporate the ‘what’ (goals) with the ‘how’
(behaviors)
• Evaluate solutions based on data not on opinion
• Become more effective in due diligence process
during mergers & acquisitions

13. Questions?
Thank You!
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