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:
Create clarity about and alignment around leadership expectations
Identify the competencies associated with success on the job
Assess capabilities of leaders against a clearly defined success profile
Upgrade 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:
Improve the quality of hires for key positions
Upgrade overall bench strength
Improve 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:
Help individuals identify strengths, development needs, and potential stress behaviors
Build an individual’s awareness of his/her impact on others
Create 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.
Assess external or internal candidates for executive positions
Inform succession plans
Support CEO and executive leadership transition
Support mergers/acquisitions and organizational restructuring
Facilitate career transitions