Stimulus - Competency based HRM

Competency based Human Resource Management

1. Competency Framework development:

A competency framework defines the knowledge, skills, and attributes needed for people within an organization. Each individual role will have its own set of competencies needed to perform the job effectively.

Framework development Process:

Competency Framework development benefits to clients :

• We will help you Frame the Competency model.
• We will help you find out the range of behaviours that produces superior performers.
• We will help you to frame a set of factors comprising of attributes that differentiates the performance level of poor or average to superior performers.
• We will help in linking organizational and personal objectives and ensure that employees are clear about how they are expected to perform in their jobs.
• With the help of identified competencies we can assist organization with their workforce planning and succession planning.
• We will help to target scarce training and development resources more effectively and encourage individuals to take more responsibility for their own development.
• Drive up performance in an organization.

2. Assessment and development centre:

Assessment centre activities help organization’s in progressive transformation to excellence, alignment with the strategic plan, and present competency levels across the workforce.

Development Centre activities is used to identify development needs and career potential by assessing a number of participants simultaneously.

Both Assessment and Development Centres assess a number of participants simultaneously using multiple assessors, multiple assessment techniques with a suite of tools and exercises to assess candidates across a range of agreed competencies for building and sustaining capabilities within the organization.

Assessment And Development Center benefits to clients :

Individual

• Develop their personal vision and uncover their value priorities.
• Determine appropriate goals ,strategies, tactics and action plan.

Business Focus

• Develop the critical competencies an organization needs to support their strategic and operational goals and objectives.
• Improves business performance by creating personal stretch goals in line with corporate objectives.
• Support executives in making the transition to new roles and cultures.

Assessment and Development process:

3. Pre-Hire Process Management & Assessment :

One of the greatest challenges facing organizations today is resume overload. Endless number of candidates applying for the same job, yet few organizations have found a viable solution.

A well-designed comprehensive pre-hire assessment program. It will help to recruit best of professionals and detect any fraudulent practices or discrepancies to weed out undesirable applicants.

Benefits to clients :

• Assess behavioral tendencies for better job and organizational fit.
• Saves you time and money while reducing your attrition rate.
• Enhance value to stakeholders.
• Uncovers a prospect's talents and weaknesses...
• Provides a measure of the gap to be bridged in terms of employee competency.
• Provide a validated measure of employees' capabilities in future.
• Helps assess an applicant's future potential and development needs in order to bring out the best in each new hire.
• It helps employers to hone applicants potentials in a well-charted out manner.

Pre-Hire Process Management & Assessment Process:

4. Succession Planning :

Succession Planning is a strategy of workforce planning. It is a process designed to ensure the organization recruits and develops new hires and in-house staff to fill each key role within the organization. The focus of succession planning, however, is on leadership and other positions critical to the mission of the organization at all levels.

Succession planning benefits to clients :

• A succession plan may help the organization make the paths for advancement visible to employees.
• Motivate employees to perform with a developmental mindset
• A succession plan creates pathways to appropriate promotion and candidate selection by matching organizational needs with qualified talent, both internal and external.
• Succession planning can result in improved leadership through development and skilled recruitment.

Succession planning Process:

5. Psychological and Psychometric Assessment :

A psychological assessment is used to assess the behavior or personality of an individual using a variety of techniques and tools to make predictions about performance.

• Do you need to understand the “hidden potential” of the people you Hire?
• Would you like to enhance your ability to understand, manage and develop new employees?

Benefits to clients :

• Design and develop psychometric tools based on individual organizational needs.

• We will help you to Identify Individual Business Behavior for assessing…