Competency Models/Retention

How much does it cost an organization to:

  • Make a bad hiring decision
  • Place the wrong individual
  • Lose the right person

Creating and using a viable competency model improves the probability for success in selection, placement, and retention.

A competency model includes:

  • Critical Skills and Experience - i.e. impact, persuasion, planning, necessary cognitive abilities, most relevant prior experiences etc.
  • Motivations - i.e. competitive drive, likes and dislikes, need to interact with others, money, goal attainment, etc.
  • Traits/Values - i.e. flexibility, emotional resilience, extroversion/introversion, self-starter, integrity, etc.

There are a variety of ways that each of these components can be evaluated.

Without a competency model, organizations run the risk of selection or placement errors by overvaluing experience and skills, and undervaluing motivations and traits. Understanding the interaction of these three factors is important if one of the organization's goals is a high level of person/role fit.

Another aspect of a competency model is the identification of strengths and weaknesses for an individual. By knowing the motivations, traits, and skill level of an individual, effective training programs can be designed to enhance the knowledge and skills of that person. This helps the organization by creating a mechanism for development and demonstrates to the individual that they are a valued asset.

RAR Management can help your organization create a competency model that will maximize the use of your resources -- from hiring to training to placement. The overall goal is to retain the best talent and use their skills in the best possible way.

If you would like more information on Competency Models, contact us.

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