To develop such a model, five steps must be followed
Posted: Wed Feb 12, 2025 9:38 am
result orientation;
teamwork;
respect for the individual;
flexibility and willingness to change;
responsibility;
striving for personal growth.
Professional competencies using estonia phone number list the example of a sales department employee:
knowledge of sales technology;
product knowledge;
effective communications.
Professional competencies for a development team member:
knowledge of the basics of UI/UX design;
mobile application development;
product testing.
Management competencies:
team management;
employee motivation management;
leadership;
conflict resolution;
change management.
How to Develop a Competency Model
A competency model will be effective if it:
written in simple and understandable language;
is relevant and aimed at implementing the company's strategy;
resonates with the corporate culture and business values .
Step 1: Identify the list of positions for which a model is needed
Developing a detailed competency model is a labor-intensive process. It is not necessary to create models for all positions in the company at once. You can start with the most important areas for the business, for example, the sales department or the department for new product development.
teamwork;
respect for the individual;
flexibility and willingness to change;
responsibility;
striving for personal growth.
Professional competencies using estonia phone number list the example of a sales department employee:
knowledge of sales technology;
product knowledge;
effective communications.
Professional competencies for a development team member:
knowledge of the basics of UI/UX design;
mobile application development;
product testing.
Management competencies:
team management;
employee motivation management;
leadership;
conflict resolution;
change management.
How to Develop a Competency Model
A competency model will be effective if it:
written in simple and understandable language;
is relevant and aimed at implementing the company's strategy;
resonates with the corporate culture and business values .
Step 1: Identify the list of positions for which a model is needed
Developing a detailed competency model is a labor-intensive process. It is not necessary to create models for all positions in the company at once. You can start with the most important areas for the business, for example, the sales department or the department for new product development.