Most companies use or think about setting up a competency management system. Bullshit. Develop a new class of leaders, think KISSSS, be result oriented and use SaaS. You will make your business managers happy, your employees happy, your HR team happy.

1. competency management
do you really hate your organisation that much?

2. competency management is…

4. or

6. or

9. why do we do competency management?

10. For organizations that seek to align their workforce with business objectives,
competency management is critical. By implementing tools and processes that
enable organizations to identify and understand the core competencies of top
performing workers, and by leveraging that data and knowledge across pre-
and post- hire elements of human capital management, companies will make
better hiring decisions, enable workers to pursue desrired career paths, and
improve business operational performance. (Aberdeen)
Modern techniques use we can always change or adapt it can’t we? Isn’t
competency-based this better than a dictionary of 4 zillion
methodologies to develop a competence statements with different
Competency architecture for
descriptors and different levels for each? Hasn’t
an organisation. This
architecture captures key conventional management development and
competencies into a ‘talent management’ completely bamboozled
competency model and everyone by over-complicating what is essentially
competnecy dictionnary that a simple set of disciplines? Should management
is subsequently used in the be any more complicated than running a baseball
creation of job description. team? Shouldn’t we just manage people
Competency based according to what they are particularly good at
performance management
but, when it comes to the role of ‘manager’,
ban be employed to
measure and discover accept it is a bit of an all-rounder that requires an
learning gaps and then drive all-round combination? (Paul Kearns)
the learning course selection
for an employee (Wikipedia)

12. For organizations that seek to align their workforce with business objectives,
competency management is critical. By implementing tools and processes that
enable organizations to identify and understand the core competencies of top
performing workers, and by leveraging that data and knowledge across pre-
and post- hire elements of human capital management, companies will make
better hiring decisions, enable workers to pursue desrired career paths, and
improve business operational performance. (Aberdeen)
Modern techniques use we can always change or adapt it can’t we? Isn’t
competency-based this better than a dictionary of 4 zillion
methodologies to develop a competence statements with different
Competency architecture for
descriptors and different levels for each? Hasn’t
an organisation. This
architecture captures key conventional management development and
competencies into a ‘talent management’ completely bamboozled
competency model and everyone by over-complicating what is essentially
competnecy dictionnary that a simple set of disciplines? Should management
is subsequently used in the be any more complicated than running a baseball
creation of job description. team? Shouldn’t we just manage people
Competency based according to what they are particularly good at
performance management
but, when it comes to the role of ‘manager’,
ban be employed to
measure and discover accept it is a bit of an all-rounder that requires an
learning gaps and then drive all-round combination? (Paul Kearns)
the learning course selection
for an employee (Wikipedia)

13. are my
shareholders
customers
top managers
team leaders
employees
happier thanks to
my competency model?

15. are my
top managers
team leaders
employees
performing better thanks to
my competency model?

17. are my
top managers
team leaders
employees
performing better thanks to
my competency model?

19. is
my HR team
performing better thanks to
its competency model?

24. so why (the hell) do we use
a competency model?

25. - to ensure the skills development to support
the business strategy
- to build (equitable) job descriptions
- to develop a pay system
- to build a staffing plan
- to assess skills when selecting talents
- to assess individual performance
- to build individual development plan
- to build global tarining plan
- to develop a talent management
- to keep the unions quiet (or not)
- to develop knowledge management
- to put science on non scientific stuffs
…

27. let’s face the reality…

28. we use competency management
because HR doesn’t trust the business

29. we use competency management
because the business doesn’t trust HR

30. back to the basics

31. rule #1 :
we work with people

32. and you know what?

35. people (like you and me…)
share build
manage
cry
live
work love
play evolve laugh
expect
commit dream
inspire
imagine
learn
give
contribute

36. freedom + responsibility
=
happiness + p€rformance

37. rule #2 :
we do HRM to be useful,
not to exist

38. Human Resources Director
What my friends What my mum What the Society
think I do thinks I do thinks I do
What my boss What I think I do What I really do
thinks I do

39. agile HR

40. rule #3 :
be (business) result driven

41. Keep it S S S
exy imple ustainable Straight-2-the-.

43. think
time-to-market

44. change the paradigm

45. kill the HR.
HR
Long live the people management!

46. develop a new generation of leaders

47. don’t motivate.
trust.

48. don’t manage.
love.

49. don’t think.
Think green.

50. don’t work.
have
fun.

51. don’t complain.
innovate.

52. help? help?!?!?!

53. burn the rube goldberg machine

54. focus on

55. saas

58. conclusions

59. keep it KISSSS, saas, agile

60. always focus on
evidence based management
(EBM)

61. « freedom + responsibility = happiness + p€rformance »
+ new generation of leaders
+ saas
= no competency management
= happy HR

62. reality check

63. do I use competency model?

64. yes, because I swore loyalty to the
Belgian law and the law say to use a
competency model

65. am I happy to use one?

67. am I performing better using one?

69. what can I do?

70. « freedom + responsibility = happiness + p€rformance »
+ new generation of leaders
+ saas
= no competency management
= happy HR = happy Business

71. So, I think I’m outlaw…
outlaw but happy and performant.

73. ??? or !!!

74. re.vu/laurencevanhee
www.missphilomene.com
@Happy_Laurence