Mark Rogers

I wrote in my last blog about the importance of using competency models in talent management. The next part is actually implementing a competency model. This step can be a daunting endeavor, but if done well, brings tremendous benefits to an organization. As the backbone to a number of talent management programs such as selection and performance management systems, competency models can help gain organization-wide alignment on what defines success for individuals, teams, departments, and the company as a whole.

Effective competency models not only require a lot of work to execute, but also input and buy-in from several key stakeholder groups. While there is no single strategy or approach to developing a competency model than can guarantee its success, there are some general tips or guidelines that if followed, maximize the chances that a competency model implementation will go well. These tips are summarized and discussed in detail below:

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