Over the past three decades, competencies have evolved from a little-known approach to an HR best practice. Today, they are used by the majority of Fortune 500 companies and a growing number of small- to mid-sized businesses that need a better way to find, keep, and develop talent.
In simple terms, competencies identify the observable behaviors of top performers—not just WHAT employees do, but HOW they do it. When you identify the competencies required for a specific role, you have a blueprint for success that anyone can see and understand.
Competencies can be used to improve every stage in the talent life cycle, including recruitment and selection, assessment and evaluation, performance management, and career planning and development.
HRSG competencies can be applied across the complete talent-management lifecycle—including recruitment, development, and retention.
Each HRSG competency is based on multiple levels of proficiency that define the progressive complexity, independence, risk, and responsibility required for different jobs. Because they’re more detailed, precise, and continuous than single-level competencies, they enable managers and HR professionals to evaluate both individual and cross-organizational talent potential more effectively.
While competencies bring more consistency, clarity, and rigor to the talent-management process, our clients tell us the greatest value lies in their ability to inspire individuals and organizations to achieve more.
Competency-based talent management supports a culture of excellence across the organization by clearly defining the requirements for personal and organizational success.
Every successful competency initiative is built on quality competency content. Find out what makes HRSG’s competency content unique.