A competency model is a list of all the skills that someone in a particular role needs to do at a target level in order to be successful in that role. Some people call a competency model as a “capability framework” or “skills rubric”.
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“Companies can’t be resilient if their workforces aren’t. Building your reskilling muscle now is the first step to ensuring that your organization’s recovery business model is a success.”
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This is the power of competency models and a competency assessment (because you have to have the honest skills data).
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It’s time to eliminate the disparity between haves and have-nots with respect to the right skills for today’s work. If you want to ensure upskilling/reskilling equity for all, leverage technology like the Self-Directed Learning Engine™ to provide everyone with the opportunity to grow at their own pace. Those with the right skills will be able to increasingly control their destiny, choosing how, where, and when they work, while those without the required skills will not be able to envision how their circumstances will improve
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Skill gaps and employee engagement problems are at the top of mind of 87% of the leaders in HR and executive management but only 14% of L&D leaders believe business leaders view them as strategic partners. The skills gap crisis and employee disengagement continue to grow, and leadership doesn’t see L&D as the solution. Want to ensure that your business leaders DON’T view you as a strategic partner? Follow these 3 steps.
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Ensuring that your existing talent is able to fully utilize all of their current skills and develop their careers is a huge driver of employee engagement and business performance. It also matters for employee retention. Learn how to build a culture of internal mobility to reduce skill shortages.
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In uncertain times, the best thing to do is take control. What can we control? Our own personal development. What you want to promote is that they have the opportunity, right here and now, to develop their skills – whether that is in their current role or to prepare them for their next role, wherever that may be.
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What if you, as the new hire, had a way of reviewing all those expectations and best practices early on, so you could eliminate the fear, uncertainty, and doubt that leads to the statistics above? That’s what competency models bring to onboarding.
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