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Competency Models

Our work in competencies include skill-based, performance-based, and results-based categories with a focus on key attributes, performance behaviors, skills, knowledge, and attitudes. Identifying and understanding core competencies will allow you to link individual competence to organizational performance and thread this performance to the organization's strategic intent and business goals.

Global Categories

Business Competencies
Personal Competencies
Leadership Competencies
Intellectual Competencies
Future Building Competencies
Management Competencies
Relationship Competencies

Functional Categories

Administration
Advertising and Promotion
Customer Service
Engineering
Executive Leadership
Finance and Accounting
Human Resources
Information Services
Legal and Compliance
Operations and Manufacturing
Research and Development
Sales and Marketing

Industry Categories

Call Centers
Channeling and Distribution
Defense Industry
Energy, Oil and Gas
Financial Services
Healthcare
High Tech
Hospitality
Insurance
Manufacturing
Medical (Hospital)
Pharmaceutical
Public Agencies
Retail
Services and Consulting
Telecommunications
Transportation
Utilities
 

The above competencies and their associated attributes, performance behaviors, skills, knowledge, and attitudes apply in some measure to all employees defined by the progression of competence of executive, manager, and individual contributor.

This progression of competence approach represents a model of the desired behaviors, skills, knowledge, and attitudes needed at each level in the organization to exhibit the key attributes required to sustain competitive advantage through human performance.

This approach ensures that all basic requirements for executives, managers, and individual contributors are aligned with a core set of attributes, behaviors and competencies that permeates the organization and defines, at a fundamental level, the organization’s human capital competence.