In these scenarios, poorly defined jobs or roles lead to a diffusion of responsibility and accountability, and an overlap between jobs. At the same time, Organizational Development initiatives started by the Board and implemented by HR may not result in the changes of behaviour required to sustain improvements.
SHL can help you to:
- analyze roles in concrete terms e.g. tasks, objectives, KPIs
- define the skills and competencies needed for success in a role
- structure roles into meaningful job families
- transfer knowledge to HR teams enabling self-sufficiency in competency design
- develop organization-wide competency frameworks
- bring competencies to life by linking to a range of HR processes
- redesign HR processes to integrate new competencies
The SHL Competency Framework is a simple, easy-to-use system that helps you identify and map out the key areas of competence. And our range of well-researched and tested generic models, such as the Perspectives on Management Competencies (PMC), can be used instantly within your organization.
To discuss these services in your area, please contact us