Competency handbook, the foundation of company culture

In our ever-changing, unpredictable and complex world, expectations of employees are also evolving and changing to ensure that the resilience and effectiveness of the organisation remains high. Competences have a different focus for each organisation and evolve in response to economic and market changes. The starting point in developing this handbook is the organisational culture, the job roles and the values of the organisation.

Who is it for?

It is recommended for organisations that want to difine, consciously and at a high professional level, which competences support their employees to perform in the VUCA world.

This requires the development and/or updating of an up-to-date and tailored competency handbook, but there is insufficient time or resources available, yet applicability is a consideration when conducting management appraisals, performance reviews or setting development goals.

Project duration: 1-10 months. Depending on the size of the organisation and the number of jobs and staff, the exact duration will be determined after initial consultation.

Are you interested in this service?

Then send us your request for proposal and our staff will contact you with a tailor-made solution.

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Why is this good for your company, what results will your organisation achieve after the project?

The organisation will receive a competency matrix that takes into account the company culture and the expectations of the employees and is adapted to the job roles. This is accompanied by a detailed description of each competency, so that managers and employees use the same terms and understand the same thing by a given competency.

In addition to the descriptions, each competency is described at several levels with practical examples to make it clear. This makes weighting and levelling (e.g. in performance appraisals) easier for managers and clearer for employees. This "catalogue" is useful for workforce planning, recruitment, selection, training and development, performance appraisal and remuneration.

Steps in the development of a competency handbook

  1. Review of internal organisational materials (e.g. TORs, organisation chart, job descriptions, ...)
  2. Develop a preliminary competency structure, propose specific competencies
  3. Consultation and refinement of the concept with HR
  4. Validation of competences with management (questionnaire and/or interviews)
  5. Concretisation of competences (at managerial and job level) on the basis of interview responses
  6. Consultation and refinement with HR on the competency matrix
  7. Behavioural level description for each competence (multi-level definitions for assessment)
  8. Delivery of the competence catalogue to the client
  9. Works shop for managers on the application of the competency matrix

Project follow-up

Following the actual application of the competency manual (performance appraisal, development plans, etc.), consultancy discussion on practicality and transparency. If necessary, refinement and support in shadow coaching for the application.