Competency-Based Management

A modern tool for managing talent and human capital

Competency-based management is becoming increasingly important within corporate human resources organizations.

Our service includes a comprehensive diagnostic process that integrates the company’s current and future needs to develop a model that easily adapts over time to changes in business dynamics.

Competency-Based Management

Competency models, among other benefits, allow you to:

Develop Job Descriptions and Hiring Requirements
Identify Knowledge Gaps among team members.
Design the training plan to close the gaps.
Establish focused Career Plans tailored to organizational needs.
Leverage other processes such as development, compensation, and succession planning.
In addition to strengthening the strategic role of Human Resources within the company.

These elements are integrated into a model summarized in Skills and Knowledge Matrices and Learning Maps. The model undergoes several validation processes before being used to identify knowledge gaps.

The gap detection process is carried out using tools such as questionnaires and tests, and is ultimately completed with personalized interviews for each professional, conducted by one of our specialists in the relevant discipline.

In summary, the process includes ten steps:

Analysis of the organizational structure.
Identification of the company’s mission, vision, and strategic objectives.
Structured interviews with managers.
Surveys of the company’s technical staff.
Identification of organizational macro processes.
Job description analysis.
Definition of skills and knowledge matrices.
Coding and creation of the skills & knowledge matrices database.
Design of learning maps.
Design of personalized training plans.

Within integrated Human Resources management, competency-based management presents itself as a comprehensive framework that encompasses the main personnel management processes and policies. Therefore, it can be applied in the following areas:

1 | Selection

We identify ideal job profiles to achieve a better match between the person and the position.

2 | Training and Development

It allows us to identify training needs, whether individual or group-based. This way, we can develop and improve competencies to successfully perform the required job functions.

3 | It improves employee retention.

Those who feel that their leadership team is investing in them are more likely to stay in their job, retaining their skills and knowledge within the organization.

4 | Productivity improves.

With the ability to assess skills, identify gaps in an employee’s capabilities, and provide the necessary training.

5 | Problems and errors decrease.

Due to this improvement in training.

6 | Knowing the skills

Necessary for the organization to grow will make it easier when searching for new employees.

7 | Compensation Policy

Similarly, competencies serve as a good reference framework for setting variable pay based on performance, taking into account the results of a performance evaluation grounded in objective and measurable criteria.

Competency-Based Management

A modern tool for managing talent and human capital

Competency-Based Management

In summary, the process includes ten steps:

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