High performers in any organisation have underlying competencies which leads to their success. Defining and measuring these competencies enables the identification of current, required and future talent with the ultimate goal of a robust link between individual performance and business objectives. Staff members will then have clarity around the kinds of behaviours your organisation values, and how to personally align themselves accordingly. Following the development of a competency framework in your organisation, you will be able to effectively evaluate performance, identify gaps and target training towards those gaps, recruit more effectively and also ensure that succession plans are sufficient.
In recent times the market shift and rapidity of change has resulted in businesses shifting their focus from an outward growth focus to one that concentrates on inward productivity. This will position organisations to tackle the economic climate and come out stronger on the other side.Many are unable to confidently articulate to their staff exactly how productivity is measured and more importantly, how to improve it. We begin our productivity profiling of your business by gaining clarity on your high-performance outcomes, then ascertain what competencies are required to achieve these. Through the use of interviewing, observation, analysis of internal performance data, psychometric assessment and other methodologies we then assess individual competence against the critical success factors and desired outcomes. These outcomes would include:
- Clarity across the business in regards to productivity and high-performance behaviour
- Comprehensive future recruitment “person specification” data
- Targeted training and development plans for staff
- Re-scoping of position descriptions where required
High performers in any organisation have underlying competencies which leads to their success. Defining and measuring these competencies enables the identification of current, required and future talent with the ultimate goal of a robust link between individual performance and business objectives. Staff members will then have clarity around the kinds of behaviours your organisation values, and how to personally align themselves accordingly. Following the development of a competency framework in your organisation, you will be able to effectively evaluate performance, identify gaps and target training towards those gaps, recruit more effectively and also ensure that succession plans are sufficient.