Why it is important to see a bird-eye view of a Competency Model.

Eric Shepherd is one of the world's leading experts on assessments and how they are applied in the real world. The Performance Pyramid organizes assessments.

Alexis Katigbak is a Senior Product Manager at TeamFit. See her Skill Profile. “The basic idea of deconstructing work has the potential to change everything HR.

Reporting on the results of a short survey asking if values should be part of a competency model. We also asked if and how one should assess values.

Redesigning the job architecture has become part of implementing a new HRIS. These architectures are hollow shells without a rich skill and competency model.

Competency models define the skills and behaviours needed for performance. What role do values play? What is gained by including values in a competency model?

One way to gather information for competency models is through skill interviews. Explore skills by asking people about goals, how they work, who they work with.

Brandon Hall is conducting a major survey on competency & skill development. This survey will give you insight into how to deploy this powerful capability.

Competency models are a powerful way to organize work, enable internal mobility and align potential with performance. How do you build a competency model?

Competency models, all rely on skills and skill definitions. This raises the critical question, who gets to define a skill? To answer this question we need to know a few things. What is a skill term and how are they used? Who is concerned with the definition of a skill and how does it impact others? We conclude by inviting you to think about how you define your own key skills

Modern skill management systems use words to represent complex skills that can combine motor, perceptual, cognitive and communication skills. Does this work?

Provide organizations with a flexible tool to not only to model their ideal employee but also offering the way to signal desires, expectations and career goals.

Skill and competency management lives in the context of the performance improvement cycle. This is a model we developed for one of our customers that wanted to see how all of the different parts of its learning and development programs fit together. Let's dive deeper into the various components of this model

When asking the question "what skills will i need tomorrow", organizations must understand the core skills applied today, the emerging skills that are developing in their workforce and the future skills that will need to be leveraged tomorrow. Companies that want to go beyond their core skills insights can, develop a resilient and differentiated workforce for the challenges ahead.

Put skills at the centre of talent management. Pay attention to internal mobility. Think in terms of shared data ownership. Use multiple competency models.

An update on TeamFit Competency Model design module - from the design principles that guide us, to the user scenarios.

Models help us understand the world. In HR and learning & development, the important models are for skills & competencies. See the results of a recent survey.

We participated in a panel titled "How Silicon Valley Approaches HR" followed by an accelerated version of applying design thinking to internal mobility strategies. Here are our takeaways

Skill and competency models are often used to shape learning and development strategies. The conventional process is to find the skill gaps and address them, but can we go beyond that? If so, how?

I have been keeping a personal learning plan for many years. Recently I realized some important links between learning plans and competency models.