Competency analytics

Analytics in HR

Who wouldn’t want all the competencies in the world? Some competencies are so important it is worth seeking them out and treasuring them. To move from the pain of needing better skills to the pleasure of getting value from competency analytics, four steps are vital: (1) knowing what competencies your organisation needs, (2) knowing what competencies your organisation has, (3) placing people in the right roles and (4) building their ability to express their competencies.

Pump Up Your Change Management Competencies

China Gorman

While organizations that we can truly call “Change Architects” may still be few are far between, the good news is that between 2008 and 2014 the use of formal change management methods increased significantly. This report suggests that making change management a core competence in our organizations may just make our change experiences more successful in every way.

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Enhancements Made to ReviewSNAP

Reviewsnap

The new statistics feature will allow you focus in on each specific competency you are utilizing to assess trends, identify persistent performance issues, and develop coaching and training programs based on patterns that may be emerging. This module is expected to be released by early July 2008. And, just like ReviewSNAP™, it will include a full library of multi-rater competencies/performance factors.

ReviewSNAP™ Announces New Features

Reviewsnap

One of the new modules is a comments suggestion tool designed to offer competency-specific suggestions to managers as they complete a review. When preparing a review, our system allows the reviewer to pull up a list of supporting comments related to various ratings levels for the competencies in question. They can then choose one or more of the comments to insert into the comments and suggestions area for that competency group.

Obama or McCain: Charismatic or Traditional Leadership

Transparent Office

The important dynamic essential for the two models to be effective is the competency of the Charismatic and Traditional Leader.

Management Made Simple: Management by Quotation

Transparent Office

How do you do everything you can to help your people make progress when you have so many competing priorities in your work life? Jack Hayhow shared 2 quotes from management guru Peter Drucker on management made simple that started my management brain thinking: Make sure your people are doing work they find meaningful and satisfying. Do everything you can to help your people make progress. I read these and I thought to myself, "Thanks for sharing these Jack. Now HOW do I do them?

Get Psyched: 26 Life Lessons From Sports

Transparent Office

Competing without hatred. Get Psyched as a Manager. by David Zinger. Sports is often used as a metaphor for leadership, management, and the workplace. What lessons have you learned from playing sports that helps you as a manager. My specific interest is the application of sports psychology to management performance. I taught Educational Psychology at the University of Manitoba for over 20 years and firmly believe many of the skills from sports psychology can transfer to the workplace.

Why Do Managers Fail?

Transparent Office

I realized early on that I had a choice on how I viewed my peers: I could view them as my competition, as folks who want to steal my best people as soon as they become competent enough to move to the next level; or I could view them as partners in getting our IT team mission done. Lisa Haneberg recently shared a brilliant list of 5 simple reasons managers fail. #1 1 came as no surprise to me. Fail to build positive and trusting relationships.

Conduct Effective Performance Reviews

Reviewsnap

Many “systems” in place are not well defined and/or they do not address critical performance variables (competencies) commonly associated with work. A properly prepared review form that includes appropriate and valid competencies for measuring employee performance. -A There is an age old process conducted in most organizations, large and small, known as performance review or performance appraisal (the term performance review will be used primarily in this article).

Not at all Strange

Evil HR Lady

Sexists connotes someone who thinks women aren't capable of competing with men. I get a weekly e-mail from BLR called HR Strange But True. It's usually some fluff about resumes or such. Interesting, but nothing to blog about. Until the last e-mail. They proclaim that "Sexists Get Paid More!" This, is a "strange" phenomenon. They have not thought it through. First of all, let's get rid of the inflammatory language.

KM professorship at Kent State

Knowledge Musings

Teaching competencies, teaching experience, research experience and work experience are sought in the area of knowledge management with competence in several of the following areas: Document Engineering/Management Business Process Management Document, Records and Enterprise Content Management Business Intelligence/Competitive Intelligence Intellectual Capital Management Digital Asset Management Interaction Design/User Experience Design.

Attack with the Tip of the Spear

SuccessFactors

Last week my colleague Chris blogged about the differences between competencies and skills – over the course of my consulting experience, I developed a simple framework for putting skills and competencies to work. Think about throwing a spear – the first thing the thrower needs is energy/momentum. The spear will not fly very far unless […]. Talent Management skills

Under the Table Employment

Evil HR Lady

I suggest you use what money you do have to hire a competent accountant (not a trained monkey at one of those fast food style tax offices) to help you figure out what you owe and what you need to do about it. I work at a small company that has been struggling for a long time now. A couple years ago the I was faced with a choice. Get paid under the table, accept a 25% pay cut, and lose health insurance or lose my job. I chose to become an "undocumented worker."

Under the Table Employment

Evil HR Lady

I suggest you use what money you do have to hire a competent accountant (not a trained monkey at one of those fast food style tax offices) to help you figure out what you owe and what you need to do about it. I work at a small company that has been struggling for a long time now. A couple years ago the I was faced with a choice. Get paid under the table, accept a 25% pay cut, and lose health insurance or lose my job. I chose to become an "undocumented worker."

An Ethical Question

Evil HR Lady

I learned this from a competing bidder, but believe it to be true. I've been tapped to choose an important service provider for our small business. In taking bids, I've discovered that one of the bidders may have run afoul of the law in another state, but likely settled without any criminal charges (a white collar crime). I know this person, and have worked with them before in another business (the incident was a few years before that, evidently).

Not at all Strange

Evil HR Lady

Sexists connotes someone who thinks women aren't capable of competing with men. I get a weekly e-mail from BLR called HR Strange But True. It's usually some fluff about resumes or such. Interesting, but nothing to blog about. Until the last e-mail. They proclaim that "Sexists Get Paid More!" This, is a "strange" phenomenon. They have not thought it through. First of all, let's get rid of the inflammatory language.

Call A Lawyer

Evil HR Lady

So DO NOT SIGN UNTIL A COMPETENT LABOR AND EMPLOYMENT LAWYER HAS BEEN CONTACTED. We have a situation in which an individual in the family was let go and given 6 months’ severance. This person presented a letter saying he had one year of severance in his contract. Since the company had been bought out, they responded that their severance offer superseded any previous offer.

Call A Lawyer

Evil HR Lady

So DO NOT SIGN UNTIL A COMPETENT LABOR AND EMPLOYMENT LAWYER HAS BEEN CONTACTED. We have a situation in which an individual in the family was let go and given 6 months’ severance. This person presented a letter saying he had one year of severance in his contract. Since the company had been bought out, they responded that their severance offer superseded any previous offer.

An Ethical Question

Evil HR Lady

I learned this from a competing bidder, but believe it to be true. I've been tapped to choose an important service provider for our small business. In taking bids, I've discovered that one of the bidders may have run afoul of the law in another state, but likely settled without any criminal charges (a white collar crime). I know this person, and have worked with them before in another business (the incident was a few years before that, evidently).

Should I Stay or Should I Go?

Evil HR Lady

I have an opportunity to apply for a competing organization, where the director seems more involved. I'm in HR and currently have a job where I was responsible for creating a training program. I was the first person to do this for the company and everyone thinks I'm doing a fantastic job. Actually, I'm in 2nd gear. I came from a completely different industry and was in a generalist/manager position. In this capacity I worked like a dog and was generally miserable.

Should I Stay or Should I Go?

Evil HR Lady

I have an opportunity to apply for a competing organization, where the director seems more involved. I'm in HR and currently have a job where I was responsible for creating a training program. I was the first person to do this for the company and everyone thinks I'm doing a fantastic job. Actually, I'm in 2nd gear. I came from a completely different industry and was in a generalist/manager position. In this capacity I worked like a dog and was generally miserable.

I Haven't Complained About Recruiters Lately

Evil HR Lady

Because a candidate that is at all competent is not going to give you the name of someone that despises him. Here is my situation. I applied for a position, and was interviewed only to never be contacted again after the standard thank you notes were sent. I've found out that the company I interviewed with is e-mailing people who worked with applicants, but who weren't listed as references. You see, they sent an email to my current company in regards to another applicant.

I Haven't Complained About Recruiters Lately

Evil HR Lady

Because a candidate that is at all competent is not going to give you the name of someone that despises him. Here is my situation. I applied for a position, and was interviewed only to never be contacted again after the standard thank you notes were sent. I've found out that the company I interviewed with is e-mailing people who worked with applicants, but who weren't listed as references. You see, they sent an email to my current company in regards to another applicant.

A Lousy Raise

Evil HR Lady

I* know that no raises or minimal raises are reasonable given our company's financial situation (I'd rather have a job than give everyone the raises they "deserve"), but we've had some other major internal morale issues lately (top managers started a shadow organization and left last fiscal year to compete against us -- it's ugly), and I can see this situation inciting employees to either (a) stay and quit, or (b) leave and cause all the issues that turnover in a small company creates.

What Would You Do for $140,000?

Evil HR Lady

Hmmm, after watching a few reality shows, I know I wouldn't eat live bugs, or live on some island without indoor plumbing, while competing with other people who don't even own toothbrushes. No, $140,000 isn't worth that to me. You, of course, may be willing to eat buckets of cockroaches for the same amount of money. To each his own.) Would you be willing, however to give up you job?

Global HR Competencies ~ HR to HR 2.0 and Human Capital (HCM)

Strategic HCM

Global HR Competencies. Ive previously provided a quick reaction to Ulrichs newest competencies and will probably provide more commentary on them from the Middle East HR Summi t where I see him next. But then I look at each new framework and the competencies do always seem to resonate with what Im seeing developing within HR. You can still use these competencies as a guide of course, which is why I maintain my interest in them. Global HR Competencies.

Why Are Companies Turning to Older Workers? Should You?

Avilar

Bouts of unemployment, lingering effects of the 2008 recession, the housing crash, huge student debt and/or providing aid to family members can explain a financial desire (or need) to work beyond a traditional retirement age. What skills and competencies are required to do the job? Stick to skills and competencies. Instead, use competency management technology to assess candidates’ current skills.

Mistakes Can Boost Your Career

Compensation Cafe

Creative Commons image, "2008 Spa-Fr.," Compensation Philosophy Competencies Performance Management RecognitionCan you recall an instance at work where you made a mistake, an error in judgment, a bad decision? An "oh cripes!" moment that you would have liked to have had back again? Perhaps it was a rash decision, a lapse in sound thinking, or simply poor planning that caused you to take a wrong step. And if you were unlucky, that error was noticed far and wide.

#HRSummitExpo - The Credible Activist ~ HR to HR 2.0 and Human.

Strategic HCM

So after Dave Ulrich yesterday talking about his outside-in competencies , today and tomorrow is organised by competency area. Were starting with the Credible Activist competency and a well delivered presentation from Christel Heydemann, EVP Corporate HR from Alcatel Lucent. ► 2008. skip to main | skip to sidebar. Bio-Contact. Consulting. Speaking. Writing. About-HCM. Welcome. Welcome height=200 id=Image1_img src=[link] width=220/>. Connect with me. Jon Ingham.

Why Managers are Catalysts in Managing and Developing Talent?

QAspire

Most businesses today are talent driven businesses – skills and competence of people developing products and providing services is at the core of an organization’s differentiation strategy. But a 2008 research by Hewitt and Human Capital Institute reveals that less than 10% of managers are held accountable for development of people and less than 5% are competent enough to develop others.

Five HR Technology Questions to Ask Providers at SHRM 2015

HireRight

According to the Bureau of Labor Statistics, hiring is increasing month over month and unemployment is at its second lowest rate since May 2008. In this increasingly tight labor market, employers are competing to hire the best candidates for their organizations; it is critical that human resources technology interacts meaningfully with employers and candidates alike [.].

Should I Get Certified? The Importance of HR Certification

Ultimate Software

In 2008, HR professionals who had obtained a certification were paid, on average, 17% higher than those without; in 2018, Payscale reported that that figure was an incredible 31.6 %. The Society for Human Resource Management (SHRM) also offers two competency-based certifications. Remaining certified is a career-long commitment to continuously learning about the most current human resources competencies and best practices.

How Organizations and Employees Can Start Focusing on Wellness

HR Bartender

employers offer wellness benefits (up from 58 percent in 2008). The company found that employees love to track their progress and compete during the workday. (Editor’s Note: Today’s post is brought to you by Cubii, the world’s first smart under-desk elliptical machine. After their successful Kickstarter launch, Cubii is now available on QVC and at BestBuy, in addition to their website. To learn more about Cubii, visit mycubii.com.).

is this the wrong time to apply for jobs?

Ask a Manager

This … isn’t like 2008. With the recession that started in 2008, the job market got tight and people faced lots of competition for fewer jobs. There was just less of it, and more candidates competing.

Melcrum Summit: Re-engineering Internal Communication for Agility.

Strategic HCM

2008. skip to main | skip to sidebar. Bio-Contact. Consulting. Speaking. Writing. About-HCM. Welcome. Welcome height=200 id=Image1_img src=[link] width=220/>. Connect with me. Jon Ingham. Contact me at. info [at] strategic [dash] hcm [dot] com. Skype: strategic-hcm. +44 44 7904 185 134. Read more by me in. Contributions from David Ulrich, Marshall Goldsmith, Peter Cappelli, Noel Tichy, Ed Lawler, Jon Ingham, Beverly Kaye, Sharon Jordan-Evans. Buy my book at Amazon.