Employee & Leadership Development, Career Management and Succession Management

 

Professionals like yourself desire to advance and empower employees.  Competency-based talent development accomplishes this by using competencies in employee & leadership development, career management and succession management.  Employees are assessed against role-based competencies to determine development needs and provided development resources based on needs, and competency-based career latices are created to empower employees & demonstrate progression.

Use of competencies within talent development delivers the following benefits:

 

Individual & Organizational Goal Aligned Development Plans

Many organizations either lack employee development plans or they aren't clear, actionable and aligned with organizational goals. By creating development plans through defining critical role-based competencies (including organizational core competencies) and assessing employee competency gaps, organizations and employees can have confidence in their progression.

 

Empowered, Satisfied & Productive Employees

The importance of empowered, satisfied and productive employees, and retaining high-performing employees is well documented. By leveraging competency-based career lattices, organizations can provide employees transparency into career progression,  challenging tasks for each job level and role, and passion for work through alignment of personal and organizational goals.

 

 

 

Improved ROI Measurement

Agnostic of the valuation model used, a competency-based approach can be used to establish a baseline and measure progression of employee competency development and organizational impact.

 

Clear Understanding of Development Needs

Many organizations lack a clear understanding of employee development needs.  By using competencies as the glue between talent management processes, development professionals can gather employee development needs from the hiring and performance management processes.

 

 

 

Rich Development Data & Analytics

Many organizations lack the data to capture and analyze talent development data, let alone provide a complete "talent lifecycle" snapshot. A competency-based approach generates an assessment framework and the data necessary to analyze talent development and the talent lifecycle.

 

Optimized Succession Management

70% of succession programs fail in the first 3 years. By developing competency-based talent profiles/pinpointing key competency needs, using competency assessments to determine succession candidates/high potentials/bench strength, and using competency-based development to prepare individuals for present and future work responsibilities, organizations can not only succeed with, but optimize succession candidate selection and development.

 

 

 

 

Effective Leadership Development

Horizontal and vertical development of leadership talent remains a critical agenda for many organizations.  A competency-based development approach, covering both cross-functional (e.g., self-awareness) and technical competencies, is an proven method for developing effective leaders.

 

Improved Relevancy of Training

Through competency assessments, organizations can determine employee competency gaps to effectively structure development activities (formal and informal) based on relevant learning needs for one or more employees.

 

 

 

Effective Job Rotation & Skills Transferability

Job rotations are used by many organizations for leadership and employee development; however, most lack a framework by which to assess skills to be transferred and developed as part of the job rotation. A competency-based approach can be used to ensure skill transfer is maximized, clear development plans are created and job rotation expectations are aligned with development plans. 

 

 

 CTK Resources  The CTK Difference

 

CTK provides quality, affordable resources to assist with competency-based talent development, including content (e.g., competency assessments, development resources), services, software and toolkits.

 

 

With CTK's extensive resources, deep expertise and history of success, you will realize the employee and leadership development, career management and succession management benefits you desire. Our expert, affordable products will save you time & money and provide the quality you need to boost employee productivity and satisfaction, develop employees, leadership and succession candidates, and deliver measurable benefits to employees and the organization.

 

 Can't Find What You Need?

 

CTK is committed to your satisfaction. If you can't find what you need, contact us and we'll be happy to either provide what you need, or connect you with someone who can.

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Competency-Based Talent Development Overview & Benefits

Employee & Leadership Development, Career Management and Succession Management

 

Professionals like yourself desire to advance and empower employees.  Competency-based talent development accomplishes this by using competencies in employee & leadership development, career management and succession management.  Employees are assessed against role-based competencies to determine development needs and provided development resources based on needs, and competency-based career latices are created to empower employees & demonstrate progression.

Use of competencies within talent development delivers the following benefits:

 

Individual & Organizational Goal Aligned Development Plans

Many organizations either lack employee development plans or they aren't clear, actionable and aligned with organizational goals. By creating development plans through defining critical role-based competencies (including organizational core competencies) and assessing employee competency gaps, organizations and employees can have confidence in their progression.

 

Empowered, Satisfied & Productive Employees

The importance of empowered, satisfied and productive employees, and retaining high-performing employees is well documented. By leveraging competency-based career lattices, organizations can provide employees transparency into career progression,  challenging tasks for each job level and role, and passion for work through alignment of personal and organizational goals.

 

 

 

Improved ROI Measurement

Agnostic of the valuation model used, a competency-based approach can be used to establish a baseline and measure progression of employee competency development and organizational impact.

 

Clear Understanding of Development Needs

Many organizations lack a clear understanding of employee development needs.  By using competencies as the glue between talent management processes, development professionals can gather employee development needs from the hiring and performance management processes.

 

 

 

Rich Development Data & Analytics

Many organizations lack the data to capture and analyze talent development data, let alone provide a complete "talent lifecycle" snapshot. A competency-based approach generates an assessment framework and the data necessary to analyze talent development and the talent lifecycle.

 

Optimized Succession Management

70% of succession programs fail in the first 3 years. By developing competency-based talent profiles/pinpointing key competency needs, using competency assessments to determine succession candidates/high potentials/bench strength, and using competency-based development to prepare individuals for present and future work responsibilities, organizations can not only succeed with, but optimize succession candidate selection and development.

 

 

 

 

Effective Leadership Development

Horizontal and vertical development of leadership talent remains a critical agenda for many organizations.  A competency-based development approach, covering both cross-functional (e.g., self-awareness) and technical competencies, is an proven method for developing effective leaders.

 

Improved Relevancy of Training

Through competency assessments, organizations can determine employee competency gaps to effectively structure development activities (formal and informal) based on relevant learning needs for one or more employees.

 

 

 

Effective Job Rotation & Skills Transferability

Job rotations are used by many organizations for leadership and employee development; however, most lack a framework by which to assess skills to be transferred and developed as part of the job rotation. A competency-based approach can be used to ensure skill transfer is maximized, clear development plans are created and job rotation expectations are aligned with development plans. 

 

 

 CTK Resources  The CTK Difference

 

CTK provides quality, affordable resources to assist with competency-based talent development, including content (e.g., competency assessments, development resources), services, software and toolkits.

 

 

With CTK's extensive resources, deep expertise and history of success, you will realize the employee and leadership development, career management and succession management benefits you desire. Our expert, affordable products will save you time & money and provide the quality you need to boost employee productivity and satisfaction, develop employees, leadership and succession candidates, and deliver measurable benefits to employees and the organization.

 

 Can't Find What You Need?

 

CTK is committed to your satisfaction. If you can't find what you need, contact us and we'll be happy to either provide what you need, or connect you with someone who can.