Do you know which competencies and skills are required for performance of a particular
job role, and which are just "nice to have"? Do your current competency models sit in
binders, collecting dust on a shelf? Competency models can be very effective tools to
enable and drive performance, but only if they are developed with job outcomes in mind.
Cognitive Technologies uses an outcome-based approach to create competency models that
work. We analyze star performers in a job role to understand the competencies and
skills they are using to produce better-than-average results. From this analysis we
document the competencies required, using our database of over 600+ competencies,
and customize what the competencies mean in your organization. Finally, we tag each
competency with the behaviors that evidence the competency in your organization.
The result – customized competency models that can be used to improve hiring, training,
succession planning, executive development, and performance management. Activities
that comprise our competency analysis and modeling service include:
- Conduct outcome-oriented interviews with performers who represent success in the target job role
- Document the critical success factors for the job and primary difficulties encountered
- Identify the gap between successful and unsuccessful performers
- Document the basic competencies required, the differentiating competencies, and the transition competencies that help a performer move from one job role to the next
- Analyze findings to create customized outcome-based competency models, with behaviors that evidence each competency
- Facilitate feedback sessions with star performers and stakeholders to refine competency models and improve model acceptance
- Develop plans to deploy competency models to meet specific client needs
- Facilitate rollout of outcome-based competency models.
Contact Cognitive Technologies’ competency model specialists to create competency models that work and to deploy them in ways that produce the job outcomes that matter.