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Knowing what each employee produces and how that employee links to the organization’s strategic plan is critical to the organization’s success and the company’s bottom line. A company’s and individual’s core competencies must be linked to performance outcomes.

Your best employees can tell you what critical sets of skills, knowledge, and values are needed. A competency profile will provide a clear definition for hiring new employees and developing existing employees. The competency profile can help you to prepare your employees for greater responsibilities by linking the critical skill sets to training, compensation, performance management, and succession planning, so you can redirect your workforce as your company grows and your needs change.

Courseware Connection offers a custom competency profile that can be used for job descriptions, training, compensation, and career paths in less than 40 person hours. Our streamlined approach efficiently gives you exactly what you need to prepare your employees for your future growth.


Human Resources Consultant
Intervention Assessment and Design (Partial Sample)

Output Competency Level* Skills/Knowledge/Values
   
F I A E
 
Designed solutions for systems Identify competencies
of team
    X
X
 

- Output/results analysis (s)

- Competency analysis (s)
  Analyze content
  X    

- Concept, procedure, and other content analysis (s,k)

  Identify solution elements
  X
X
 

- Training and OD theory utilization (k)
- Learning and instructional theory utilization (k)

  Complete macro design
 
X
X

X

- Objectives preparation (s)
- Instructional media selection and management (s)
- Transcultural sensitivity (v)

  Complete evaluation plan
    X
X
X
 

- Evaluation methodology (k)
- Performance observation (s)
- Objectives preparation (s)

 

Prototype change strategy and plan

    X  
- Sponsorship, advocacy, and change agency (s, v)
   
       
 
Identified core process and technology

Recognize historic vision, mission and trends of business

      X
- Review existing process maps, policy guides and plans (k)
  Analyze current work activity
      X
X

- Activity analysis (s)
- Documentation of activities (s, k)

  Identify valued work
  X
X
   

- Decision-making (s)
- Function analysis (s)

   
       
 
Published vision

Describe future aspirations that will insure continued effectiveness of the HRD department and function

 

X
X
X
 

- Extrapolation techniques (s)
- Continuous learning and reflection (action learning) (v)

- scenario building (Senge) (s, k)
 

Guide organization toward vision

      X
- Leadership (s)
* Functional level of practitioner: F= Fundamental  I = Intermediate  A = Advanced  E = Expert




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