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COMPETENCY CATALOG
This inventory of general business competencies was compiled and developed by Fidello consultants over the last 15 years. It is the result of primary research, working with our clients, and insight gained through observation and practice. We consider it an evergreen document and we will work to constantly improve it. It stands alone as a model of general business competencies or as a resource an organization can use to build a customized competency model fitted to their business model and culture.

The Universal
Competency Catalog
has been 15 years
in the making.
The Benefits of Using Competencies and Competency Models
Competencies are the knowledge and skills required to achieve desired performance outcomes. Consultants and practitioners in the training and development field have used competencies and competency models for years as effective tools for creating learning systems. Many successful organizations are now learning to use competency models, in addition to their training and development applications, for developing and integrating the full complement of HR systems (including selection and recruitment, performance management, succession planning, and career management). They are finding this approach effective in attracting, motivating, and retaining productive employees in the new work environment, which is characterized by:
  • Greater focus on integration and improvement of work processes
  • Increased demands on people to acquire and demonstrate new behaviors and skills
  • Increased demands by employees for tools and resources to manage their own
    development and control their own careers
  • A focus on the organization's people as the source of competitive advantage.
Organizations that have adopted competency-based systems can point to:
  • Increased overall levels of performance and performance expectations
  • Alignment of the employee behaviors and performance with business strategies (a result of persistence in linking competency models to strategic organizational values and objectives
  • Implementation of a new employer employee contract in which the organization gives employees opportunities to develop in exchange for their value-added contribution
  • Accurate methods for measuring the "whole-person" contribution of each employee.
Many successful organizations use competency models for developing and integrating the full complement of HR systems...Competency models address the fundamental need for reinventing HR processes in the modern organization. They provide tools that will ensure full integration and reinforcement within the whole system of attracting, motivating, and retaining the best contributors. In addition, a competency-based approach to HR systems enables initiatives that will:
  • Support and communicate the organization's strategies and values
  • Contribute directly to the achievement of defined business objectives
  • Enable employees to respond intelligently to current and foreseeable conditions in the work environment (social, political, regulatory, competitive, and markets)
  • Minimize expenditure of time and resources on non-strategic HR initiatives
  • Integrate HR systems and focus them on achieving strategic objectives
  • Provide a framework and focused direction for individual employee growth and development
  • Encourage optimum employee involvement and ownership of results.
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