Very simply, a competency model describes what it looks like to be great in each role. It defines the skills and the knowledge required to execute their part of corporate strategy.
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If you have multiple business units in your audience and you’re tasked with upskilling/reskilling people in all of them, how can you create competency models/capability frameworks that remain relevant and close skill gaps for each?
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A skills assessment (or competency assessment) is performed on those identified tasks and skills that a person in their role needs to do to be successful. (That’s a role-based competency model.)
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