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competency
modeling

selection system
design & validation

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leadership assessment for development

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leadership assessment for selection

competency
modeling

A competency model or success profile defines core skills and capabilities necessary for success in a job, group of jobs, or organization.  Through qualitative and quantitative data analysis, HRCatalyst creates and validates a model that captures requirements necessary for high performance. Once defined, a competency model can be used for multiple purposes including:

  • list-arrowCreate clarity about and alignment around leadership expectations
  • list-arrowIdentify the competencies associated with success on the job
  • list-arrowAssess capabilities of leaders against a clearly defined success profile
  • list-arrowUpgrade an HR process or processes

selection system
design & validation

HRCatalyst identifies and develops selection tools to help organizations identify individuals who are most likely to succeed in key positions. Using research-based and legally defensible approaches, HRC provides solutions that help you hire the right people for the job. As a result, you can expect to:

  • list-arrowImprove the quality of hires for key positions
  • list-arrowUpgrade overall bench strength
  • list-arrowImprove ability of managers to effectively interview and assess talent

leadership assessment
for development

HRC provides an in-depth evaluation of an individual’s leadership strengths and development areas, which provides a starting point for an Individual Development Plan. We use several assessments during the process: in-depth interviews, 360-degree feedback, and personality inventories. Expected benefits include:

  • list-arrowHelp individuals identify strengths, development needs, and potential stress behaviors
  • list-arrowBuild an individual’s awareness of his/her impact on others
  • list-arrowCreate a specific and actionable development plan

leadership assessment
for selection

HRC assists organizations in selection or promotion decisions for critical positions by providing an in-depth evaluation of an individual’s likelihood to succeed in a particular position. We integrate work history, colleague feedback and/or references, personality inventories, cognitive assessments, and an in-depth interview into a concise report with selection recommendations.

  • list-arrowAssess external or internal candidates for executive positions
  • list-arrowInform succession plans
  • list-arrowSupport CEO and executive leadership transition
  • list-arrowSupport mergers/acquisitions and organizational restructuring
  • list-arrowFacilitate career transitions

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