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Talent Management?
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White Paper written by Andy Andrews from Lexonis Limited.
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Executive Summary
Although competencies are not a new concept, it is only relatively recently that they have been
recognized as the foundation to successful Talent Management. This paper considers what is meant by
the term competency-based Talent Management and why competency management should be the hub
for integrated Talent Management solutions.
Introduction
Many have tried to define what competencies are and hence there are many variations on the theme, but it
is generally agreed that competencies are a combination of skills, knowledge, attributes and motives that
define excellent performance.
In an increasingly competitive business landscape, excellent performers the talent - are one of the key
factors that will differentiate successful organizations. Clearly, organizations are extremely interested in
excellent performance and hence the competencies that contribute to such performance.
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Figure 1
Job-competency profiles, sometimes referred to as job-competency models, are created by identifying the
competencies required for someone to be successful in a role and specifying the degree of proficiency
required for each one. The competencies chosen will depend on a number of factors, but will very often be
based on the competencies that an excellent performer is already demonstrating in the role. Figure 2
illustrates the competencies and proficiency levels required of someone in a Team Manager role.
Figure 2
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To capture the competencies that an individual possesses, and to which level, competency management
systems will provide a combination of assessment methods: self, manager, peer and subordinate
assessment.
Figure 3
Using the same language to describe competencies provides an opportunity to share and leverage crucial
competency information across the organization. For example, the recruitment, and the learning and
development functions are more readily able to compare the cost of developing a current employee against
the cost of hiring someone who already has the required competencies.
Lexonis Limited
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Lexonis Limited
Tel: +44 (0)208 840 2619
E-mail: info@lexonis.com
www.lexonis.com
Figure 4
Personal Benefits
For employees, the key benefits of using a competency-based approach are that they are provided with:
Tactical Benefits
Through competency-based Talent Management, managers have access to:
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Strategic Benefits
Executives need to know that their organization has the competencies to fulfill business strategy. A wellimplemented competency-based Talent Management approach provides:
Summary
Talent is an asset that must be managed effectively if a business is to grow and remain competitive.
Managing talent can only be undertaken effectively by clearly understanding the competencies of the
people who make up the organizations talent pool. Hence competency based Talent Management
solutions have a critical part to play in helping organizations to understand their people, deploy them
effectively and demonstrate the adaptability and agility to be successful in the modern economy.
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Author Biography
Andy Andrews has worked in competency and learning management for most of
his career.
Andy was one of the co-founders of British software start-up InfoBasis, a
provider of competency management technology and the first licensed SFIAcompliant software provider.
During his time with InfoBasis, Andy led the consultancy team for a number of
years and was personally involved with implementing competency models for
many notable private and public sector organizations. You can contact Andy by
email: andy.andrews@lexonis.com.
Lexonis Limited
Tel: +44 (0)208 840 2619
E-mail: info@lexonis.com
www.lexonis.com