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This will be your invaluable partner to a successful, stress-free implementation of a competency framework. It gives loads of advice and points to consider, tools to help you design and build your framework, guidelines for how to collect the information you are gong to need, and even examples of management competency levels - you won't have to re-invent the wheel! Section One covers all the basics, it explains how to build the framework, how to design and test levels, how to seek buy-in and ensure a successful roll-out. Section Two has case studies illustrating how real live organisations have applied competencies, and the different approaches they have taken. This is a extremely practical and pragmatic resource that aims to describe each step in the process and then give you the tools to get out there and do it. Contains a CD-ROM Author: Ian Favel Pages: 504 'OK to copy' pages: 392 Contents SECTION ONE: DEVELOPING YOUR COMPETENCY FRAMEWORK 1. Getting started Why should your organisation consider adopting a competency framework? What implications should you consider before approaching such a project? This unit is focused around helping you to think through or revisit the pressures that may be driving your initiative, and to identify the people and the other factors which are available to help and support you. 2. Uses of competencies How will you identify those processes in your organisation where competencies will be of the most use? How will managers and staff react to them? Competencies are generally used as measures of performance. People like to know what they are supposed to be doing, and how well they are doing it, whilst managers also like to be able to assess how well staff are performing. This set of tools helps you to identify processes within your organisation where competencies could profitably be deployed, and gives guidance on the various ways of using competencies. 3. Collecting the information Collecting information about the jobs to which the competencies will be applied requires a great deal of work. It is crucial that you ensure the relevance, validity and accuracy of the competency statements you will be using by making a thorough investigation and analysis of the jobs in question. Otherwise, every use that is made of those competency statements may well bring you complaints and difficulties. This unit assists you in the vital information gathering phase of the project, to enable you to identify clearly the key points and critical factors for each job and create competency statements that truly reflect the nature of what is involved for effective operation. 4. Measurements, levels and links to organisational values Your competency framework must provide a way of grading performance in line with organisational systems and consistent with organisational values. The tools in this unit guide you in identifying the information and resources you need to create effective competency statements, and in comparing some of the different methods of grading that can be used with them. 5. Making the case You will need to demonstrate to staff, colleagues and senior managers, the advantages of a positive use of competencies in your organisation. This is important with any change, but particularly so when you are thinking about introducing competencies which, to those who have not met the idea before, do not obviously appear to offer any improvement to the business bottom line. The tools in this unit, including a full presentation, will help you to prepare and present your case. 6. Designing the framework This unit takes details from earlier units for you to use in overseeing the design of appropriate sets of competency statements; it demonstrates a variety of ways in which that information can then be used to construct the framework itself. 7. The pilot study To introduce a competency scheme effectively, you will need to try out your plans, processes and paperwork by running a pilot study, a small-scale version of the main

This will be your invaluable partner to a successful, stress-free implementation of a competency framework. It gives loads of advice and points to consider, tools to help you design and build your framework, guidelines for how to collect the information you are gong to need, and even examples of management competency levels - you won't have to re-invent the wheel! Section One covers all the...

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