competency models

Competency Models

Together with you, we define the objective criteria for evaluating hard-to-measure parameters of work performance, work behaviour and employee development needs.

competency models

The service contains these specific products

  • Competency maps and behavioural criteria
  • Job Description – creating and editing

 

COMPETENCY MAPS AND BEHAVIOURAL CRITERIA

The behavioural approach focuses on the description of required and successful behaviour within the context of a job position followed by assessment of a match between the candidates’ or employees’ actual behaviour and the competency model. Competency means, in particular, the real application of human capabilities in specific situations. The competency description is focused on readiness to manage the job-related tasks in the range of:

  • Personal prerequisites and social skills, so-called soft skills
  • Knowledge, experience and proficiency, so-called hard skills

 

WHAT YOU GET BY SETTING UP COMPETENCY MAPS AND DESCRIBING BEHAVIOURAL CRITERIA

kriteria pro hodnoceni

OBJECTIVE CRITERIA FOR EMPLOYEES EVALUATION AND DEVELOPMENT

parametry hodnoceni zamestnancu

PERFORMANCE ASSESSMENT CRITERIA FOR THE EMPLOYEE EVALUATION SYSTEM, WHICH CAN BE SUPPLEMENTED WITH METRIC SUGGESTIONS AND THE DESIGN OF THE EVALUATION PROCEDURE

srozumitelne informace o kriteriich

COMPREHENSIBLE INFORMATION FOR EMPLOYEES ON THE WORK PERFORMANCE SUCCESS CRITERIA IN THEIR JOB POSITION

podklady pro vytvoreni popisu pracovni pozice

BASIS FOR PREPARING A JOB DESCRIPTION

podklady pro sestaveni ac dc

BASIS FOR SETTING AN AC/DC PROGRAM

zaklad pro vyberove rizeni

BASIS FOR THE SELECTION PROCEDURE AND THE PREPARATION FOR A PROPERLY CONDUCTED SELECTION INTERVIEW

 

JOB DESCRIPTION

CREATING AND EDITING

The job description contains the basic information about the job, functional relations, main tasks, responsibilities and the success factors on the job position. A job description in factual and objective form considers not a specific person, but the functional and systematic parameters:

  • Content and scope of work
  • Responsibilities
  • Performance criteria for the given position
  • Organizational context – management relations
  • Motivational factors
  • Personal development factors

 

WHAT WILL YOU GET BY IMPLEMENTING AND USING THE STANDARDIZED JOB DESCRIPTIONS

podklad pro vyber zamestnancu

COMPREHENSIBLE AND STANDARDIZED BASIS FOR EMPLOYEE SELECTION

informace pro zamestnance o pozadavcich

CLEAR INFORMATION FOR EMPLOYEES ON THE COMPANY REQUIREMENTS RELATED TO THE JOB DESCRIPTION

vychodiska pro stanoveni cilu

THE BASIS FOR SETTING PERFORMANCE TARGETS, DEVELOPMENT AIMS
AND THE PATH OF EMPLOYEE DEVELOPMENT

hodnoceni pracovniho vykonu

THE BASIS FOR PERFORMANCE AND TARGET EVALUATION

vychozi popis pozice

DEFAULT DESCRIPTION TO BE REGULARLY UPDATED

 

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