Competence Models

The basis for preparing a model is both the business goals and the values and codes of conduct that are desirable for optimal company performance. Competencies are understood as the knowledge, abilities, skills, personal predispositions, values, and attitudes that ensure optimal performance in particular positions, and thus help the company to reach its goals.

Competencies can be divided into the following groups:

• strategic competencies: concerning senior managers and essential in the implementation of the company strategy,
• key competencies: common for all employees, reflecting the company’s vision, mission, and values and distinguishing the company from others operating in the same field,
• functional competencies: function-specific (i.e., for production, sales, etc.), common for all employees related to the particular function,
• professional competencies: connected with a particular position/family of positions, they ensure successful realisation of tasks in the position.

The features of an efficient competence model are:

• relation to strategic objectives of the company and individual development goals of employees,
• clear criteria based on an analysis of behaviours,
• easy implementation and management of the model,
• accessibility for management and employees.

Talent Management

Talent Management programmes play an important development role in an organisation. They aim to identify, develop, and retain Talents – people who have a huge potential and could be promoted to managerial positions in the near future, as well as people who have unique, strategic knowledge and competencies.

Talent Management programmes entail a systematic approach, clear rules, various practical development activities and strong engagement both from Managers and Talents. Well-conducted Talent Management programmes promote the right attitudes and values, create a culture focused on development, ensure continuity of employment in key positions and retain the best people within the company.

We help our Clients to prepare and implement the Talent Management programmes’ assumptions. For employees diagnosed as Talents, we help to plan individual and team development paths. We also support the communication and programme promotion process both inside and outside the organisation as well as running Talent Management programs.