http://blog.employerconsultancy.com/2009/03/19/identifying-the-metrics-related-to-success/ Ideas and thoughts on increasing organizational effectiveness through talent management systems Fri, 12 Jun 2009 20:09:24 +0000 http://wordpress.com/ hourly 1 http://blog.employerconsultancy.com/2009/03/19/identifying-the-metrics-related-to-success/#comment-19 oddateci Fri, 20 Mar 2009 13:47:07 +0000 http://oddateci.wordpress.com/?p=260#comment-19 True. I agree with you, but right people, right places and right things is only a part of the full equation. But how do you know <strong>which </strong>people to choose and <strong>what </strong>things they should be doing and <strong>how </strong><strong>often </strong>without a metrical basis or benchmark against which to assess the potentials? The competency model, built upon this metrical basis, is a foundational piece that describes what, how and when things should be done in order to achieve success. Form follows function....step one, find out what you need, how often and where through the study of the population and the job; step two, based on the study findings, describe these factors behaviorally and incorporate metrics for tracking; step three, compare your candidates against this measured behavioral model when hiring; step four, hold them accountable to demonstrate the behaviors through monitoring metrics and taking action to enhance performance.. True. I agree with you, but right people, right places and right things is only a part of the full equation. But how do you know which people to choose and what things they should be doing and how often without a metrical basis or benchmark against which to assess the potentials? The competency model, built upon this metrical basis, is a foundational piece that describes what, how and when things should be done in order to achieve success. Form follows function….step one, find out what you need, how often and where through the study of the population and the job; step two, based on the study findings, describe these factors behaviorally and incorporate metrics for tracking; step three, compare your candidates against this measured behavioral model when hiring; step four, hold them accountable to demonstrate the behaviors through monitoring metrics and taking action to enhance performance..

]]> http://blog.employerconsultancy.com/2009/03/19/identifying-the-metrics-related-to-success/#comment-18 gregdeming Thu, 19 Mar 2009 21:25:15 +0000 http://oddateci.wordpress.com/?p=260#comment-18 Competency models only define those knowledge areas which should produce positive results. The missing link is not skill, but the will to utilize those skills. Results are all about having the right people, in the right places, doing the right things correctly and often enough. Competency models only define those knowledge areas which should produce positive results. The missing link is not skill, but the will to utilize those skills. Results are all about having the right people, in the right places, doing the right things correctly and often enough.

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