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Competency Development

In a perfect world, employees would join your organization with all of the knowledge and skills they need to perform effectively and help your organization achieve its business objectives.

But that’s rarely a realistic expectation. And it’s especially challenging if geography narrows your talent pool.

You may find people with some of the technical knowledge—such as accounting skills, program management, carpentry or heavy equipment operation—a job requires. But they may lack “soft” skills—such as a customer service orientation, initiative, and the ability to work as part of a team—that are equally vital to the achievement of your organization’s goals.

Creating a competency framework is an effective method to assess, maintain, and monitor the knowledge, skills, and attributes of people in your organization. The framework allows you to measure current competency levels to make sure your staff members have the expertise needed to add value to the business. It also helps managers make informed decisions about talent recruitment, retention, and succession strategies. And, by identifying the specific behaviors and skills needed for each role, it enables you to budget and plan for the training and development your company really needs.

Innovative competency framework

The process of creating a competency framework is long and complex. To ensure a successful outcome, involve people actually doing carrying out the roles to evaluate real jobs, and describe real behaviors. The increased level of understanding and linkage between individual roles and organizational performance makes the effort well worth it.

Competency Development

We can help your organization define what you require of your employees. We will ensure that competencies are described in realistic, appropriate and culturally sensitive ways.

We will work with you to develop a picture of each employee’s capabilities and development requirements. Talalweh Consultancy can help you build competencies one-on-one or in customized workshops for groups with similar development needs.

Defining which competencies are necessary for success in your organization

  • Ensure that your people demonstrate sufficient expertise.
  • Recruit and select new staff more effectively.
  • Evaluate performance more effectively.
  • Identify skill and competency gaps more efficiently.
  • Provide more customized training and professional development.
  • Plan sufficiently for succession.
  • Make change management processes work more efficiently.

Design Principles of a Competency Framework

  • Use a pre-set list of common, standard competencies, and then customize it to the specific needs of your organization.
  • Create a general organizational framework, and use it as the basis for other frameworks as needed.
  • Involve the people doing the work
  • Use relevant competencies
  • Validate and revise the competencies as necessary
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