Are competency frameworks still relevant for modern world of work скачать в хорошем качестве

Are competency frameworks still relevant for modern world of work

Welcome back to Let’s Talk Talent. Today, we're diving into a question that's been echoing through the corridors of change: 'Are Competency Frameworks Still Relevant? I've fallen in love with competency frameworks. I never thought I'd say that. And I'm really a bit embarrassed to say it. But in this video, I'm going to explain why. Why I think they're really relevant, and how you can really think about them in a modern way. Hi, welcome to the Let's Talk Talent channel where we discuss the world of HR and talent management. We're here to help you unlock the potential in your people. So when I first started in HR, my CPO came to me and said, the technology team need you to write a competency framework for them. I thought, oh dear, it's going to be really dull. I'm going to be sitting down, I'm going to be wading through treacle. And I'm going to create something that has multiple lines, multiple competencies, multiple descriptors, and it filled me with dread. Now, if i knew then what I know now, actually, I probably wouldn't have dreaded it so much. Because actually there's a real modern approach of how you might think about that. And the modern approach is how you link it to all aspects of organisational development. Specifically, performance, reward, retention, career pathways. Competency frameworks used to sit in isolation. They used to be the stick that we manage poor performers out of the organisation. Now, it's about activating people's performance and driving a culture of continuous feedback. And competency frameworks play a massive part in that. But they need to be relevant to your business. So they need to be in the language. And when we've worked with a number of businesses throughout this year, we've really worked hard on the language. So using language that reflects what it means to better communicate, to be a partner, to collaborate, is really important. Because it's not about just taking an off-the-shelf model, and then turning it from pink to green. It's about making sure that it has contextual analysis. I think what's also important is thinking about the audience. So thinking human first, ultimately. How is it going to be used? Is it going to be used throughout your employee lifecycle, so that organisational development piece? And how are you linking it together? How will you explain to people that this is in effect the backbone, the foundation of how you recruit people into your business, but also how you manage and how you promote them. So think about the different ways in which people might use it. And also think about how you make it colourful. How it gives you a culture of iinclusivity, that it talks to everybody. That it doesn't just talk to the leaders, or the people that are driven and motivated. You know, turn it from beige. Think about our values: life's too short for beige. So think about how you bring colour into it and how it's reflective of who you are, as well as what you want people to do. So when you get that call from your CPO, or even if you're a CPO watching this video, and you're thinking about doing a competency framework, don't dismiss it. Think about how you can modernise it, how you can create something that talks to everybody and enables you to join up how you get, keep and grow brilliant people. So if you're watching this video, and you're thinking: I need to create a competency framework, but I don't know where to start, give us a call. Our name says it all. We love to talk. If you found this video helpful, please like and subscribe for more useful HR and talent management video content. Hope you enjoyed this video. See you next time.