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Understand the different components of a comprehensive competency framework and the definitions and purposes of each of the different components. Determine which type of competencies - core, leadership or functional - you will be developing. Next, determine whether you will leverage McLean & Company’s pre-developed competencies or if you will create your own and set project goals and expectations. Use McLean & Company’s library of over 65 core, functional (HR, IT, Sales, Marketing, Finance

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Understand the different components of a comprehensive competency framework and the definitions and purposes of each of the different components. Determine which type of competencies - core, leadership or functional - you will be developing. Next, determine whether you will leverage McLean & Company’s pre-developed competencies or if you will create your own and set project goals and expectations. Use McLean & Company’s library of over 65 core, functional (HR, IT, Sales, Marketing, Finance & Accounting), and leadership competencies to speed up development and implementation, and decrease costs associated with the project. (please use screen shots of the competency library tool) Modify pre-developed competencies or develop your own using the clear, easy-to-follow process outlined in this section. Ensure your comprehensive competency framework is integrated with a broad spectrum of HR areas or you will fail to reap the benefits of developing a framework. Your organization continues to change and adapt. Evaluate, update, and support your comprehensive competency framework on annual basis to ensure continued alignment.


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