This blog follows from my previous one on the same theme and highlights an additional 5 critical factors that can help you to be successful when implementing competencies in your organization.
6. Identify a problem that needs to be solved
Identifying a critical business issue that needs to be resolved provides a compelling reason for your initiative. The more compelling the business case, the more likely it is that you will receive sponsorship, budget and support. For example, using competencies to address regulatory compliance issues is sure to engage people within your organization.
7. Run a pilot project
Every organization is different, so there is nothing like having a ‘trial run’ in your own organization. Identify a pilot group with a ‘pain point’ and identify willing participants and managers. Run the pilot project and use the lessons learned to put together a robust project plan for the rest of your organization.
Employees may feel nervous about their competencies being assessed but there are plenty of reasons why they should feel good about the organization taking an interest in their competencies. Communicate with your employees and explain what the competencies will be used for.
9. Use technology but don’t overuse it
Technology can help you to construct your competency models and easily keep them up-to-date; changes can be cascaded automatically as required. Technology solutions can also provide analytics that no paper-based solution can: gap analysis, workforce analytics, candidate matching and compliance checking reports. However, technology can’t replace human intervention such as career development meetings between a manager and employee.
10. Create a fan base!
Finally, get people enthused about the project, particularly your stakeholders! Posters, roadshow events, articles, and blogs can help people know how they will benefit and what’s in it for them. Identify evangelists who you can influence, so that they will expound the benefits of your project to others.