Two of the top five challenges facing organizations today are aligning people strategies to business objectives and driving culture change. Without this alignment, businesses don’t have the talent to succeed or to create a culture that reflects their values. The impact?
Innovation suffers, customer loyalty declines, and growth goals are missed.
One way to ensure tighter alignment is by using well-defined competencies that are in line with business priorities and relevant to each person’s role level. When implemented properly, they can be used as a metric against which every individual can be selected, developed, and evaluated fairly and consistently. And, they help translate your organization’s values into expected employee behaviors.
DDI has created a holistic view of success, including—and expanding upon—competencies as traditionally defined.
The Success ProfileSM separates four important and distinct components of success, resulting in a powerful framework for selection decisions. This separation allows HR to give personal dispositions and motivations—that are difficult to develop—extra attention when considering candidates for a role. The competency component defines the specific behaviors and capabilities that need to be demonstrated proficiently to achieve success.
And, with the clear identification of specific experiences and knowledge vital for success in a growth assignment, development can be individually targeted. Each component of the Success Profile describes unique requirements that can be fine-tuned to meet the needs of your various talent management systems. This is done by targeting only the most critical elements of the profile, which clearly differentiate exceptional performance from mediocre performance or worse.
Dowload the white paper to learn more about how to put competencies to work for your business.