Competency models and talent development
We develop competency models and development tools for employees, managers and the talent pool. We help companies define which competencies are truly important for the business, how to assess and develop them, and how to use them in recruitment, assessment, training, career growth, succession planning and talent management.
At a glance
Business owners, CEOs, HR directors, functional leaders, learning and development managers, team leaders
Diagnostics → competency model development → assessment and development tools → implementation
Defined after analyzing the company structure, job categories, management levels and development goals
Competency models, competency matrices, behavioral indicators, assessment tools, development plans, career paths and talent pool tools
For whom
- Companies that need to describe which competencies are truly required for successful work of employees, managers and teams
- Business owners, CEOs and managers who need to make more evidence-based decisions about development, promotion, talent pool and succession
- HR directors, learning and development managers and HR teams that need a unified methodology for employee assessment, development and career growth
When you need it
- The company does not have a shared understanding of which knowledge, skills, behaviors and managerial qualities are important for different roles and levels
- Recruitment, assessment, training and promotion of employees happen without a common competency model and clear criteria
- Managers assess employee potential, readiness for growth and development differently
- The company wants to build a talent pool, career paths, mentoring programmes and a talent development system
What's included
- Development of a corporate competency model connected to the company’s values, strategy and business goals
- Development of a leadership competency model for managers at different levels
- Development of functional competency models for specific areas, departments or professional roles
- Development of competency matrices, behavioral indicators and levels of competency demonstration
- Development of competency-based assessment tools for recruitment, assessment, development and the talent pool
- Development of development plans, individual development plans, career paths and professional development frameworks
- Development of succession planning tools, talent review process and the logic of forming the talent pool
- Development of mentoring programmes, learning journeys and training matrices for different employee categories
What you get
A clear competency model
A description of competencies, behavioral indicators and levels of demonstration that helps the company speak about employee requirements in one common language.
Assessment and development tools
Practical tools that can be used in recruitment, assessment, development, training, the talent pool and work with managers.
A foundation for career growth
Career paths, competency matrices and development plans that help employees understand what is needed for professional and management growth.
A talent management system
Tools for the talent pool, succession planning, talent review, mentoring and development of high-potential employees.
How we work
- 01
Diagnostics
We study the business context, strategic goals, company structure, job categories, management levels, existing role requirements and current employee assessment and development practices.
- 02
Model design
We develop corporate, leadership or functional competency models, define competencies, behavioral indicators, levels of demonstration and the logic of applying the model in HR processes.
- 03
Tool development
We prepare competency matrices, assessment tools, development plans, individual development plans, career paths, learning journeys, training matrices and tools for working with the talent pool.
- 04
Implementation
We help embed the competency model into recruitment, assessment, training, development, career growth, the talent pool and management decisions, and explain to managers how to use the new tools in practice.
Q&A
How does competency model development start?+
We start with an analysis of the business context, company goals, structure, key roles, management levels and current requirements for employees. After that, we determine what model is needed: corporate, leadership, functional or combined.
How is a corporate competency model different from a leadership or functional model?+
A corporate model describes competencies that are important for all company employees. A leadership model focuses on the qualities and behaviors of managers. A functional model describes professional competencies required for a specific area, department or role.
How is the competency model used in practice?+
The competency model can be used in recruitment, interviews, employee assessment, training, career development, the talent pool, succession planning, mentoring and discussions of individual development plans.
What does the company receive after the competency model is developed?+
The company receives a described competency model, behavioral indicators, competency matrices, assessment and development tools, recommendations for applying the model and, if needed, career paths, development plans and tools for working with the talent pool.