Competency Frameworks

Competency frameworks
Past behaviour is the best predictor of future performance Competency frameworks are an increasingly accepted part of modern HR practice. They provide the individual with a map or indication of the behaviours that will be valued, recognised and in some organisations, rewarded. At Getfeedback we believe competency assessment is a key business performance metric used to measure the capability your organisation. Getfeedback is a leader in behavioural competency frameworks and our success in this field is largely down to our expertise in helping organisations implement a high performance leadership framework. The framework we recommend, if our clients do not have an existing one, is the Schroder High Performance Managerial Competencies (HPMC) framework - it is one of the most validated frameworks available and is scientifically proven to produce higher business performance. We have also worked with organisations' existing frameworks and have created more bespoke competencies.
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What is a behavioural competency framework? Our approach to behavioural competency assesment The Schroder High Performance Managerial Competencies framework Behavioural Event Interview Training
Related links
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What are psychometrics? Training on how to interpret psychometrics What are assessment centres? Our full Selection & Assessment service
What is a behavioural competency framework?

Competencies emerged in the 1980s as a response to organisational changes and to wider changes in society. In 1982 the US academic, Richard Boyatzis wrote The competent manager: a model for effective performance. This book proved to have considerable influence on the profession and, over the following two decades, competency frameworks became an increasingly accepted part of modern HR practice. Behavioural competency frameworks are used for a range of HR processes and can be used to align HR practices. They are most commonly used for assessment at recruitment, perormance evaluation time and for development. What is the busines benefit of using behavioural competency frameworks?
In a nutshell, competency frameworks drive up business performance. Specifically, they can generate greater employee and organisational effectiveness, increase hire accuracy rates and therefore reduce costs and turnover rates, lead to more effective training needs analysis and career management. No performance focused business should be without a competency framework.
Our approach to competency assessment

Implementing a robust and recognised behavioural framework that will boost business performance Getfeedback is a leader in behavioural competency framework design and implementation. To meet your organisation's needs we can:
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Introduce or upgrade a competency framework to support your people processes: recruitment, development & performance management Align competencies with the strategic direction of your organisation Clarify roles and responsibilities of employees, tailoring the competency model accordingly Measure and differentiate performance
We strongly recommend the Schroder High Performance Managerial Competencies frameworkto all our clients. When introducing or adapting the Schroder framework to your organisation, our consultants will work closely with your teams and involve your people. This ensures that the competencies are fully understood, accepted and embedded within your organisation.
The Schroder Competencies Framework

Getfeedback recommends the Schroder model of High Performance Management when assessing and developing individuals. This highly robust and recognised behavioural framework has been researched and developed for over 20 years making it one of the most validated frameworks available. The framework comprises of 11 behaviours which have been linked with high-performance in leaders and managers at all levels and in many different industry sectors. The 11 behaviours span cognitive, interpersonal, directional and achieving dimensions and each is further defined by 5 levels - ranging from negative use of the behaviour at level one, to an inspirational use of the behaviour at level five at which an individual is embedding a culture which supports and encourages others to use this behaviour within the organisation. The framework recognises that every individual has their own unique pattern of strengths, and as such a high-performing leader is defined by the four or five behaviours within the framework at which they excel. In addition, the high-performing leader will have no limitations. That is, they will not demonstrate negative use of the behaviours. Their impact on the organisation is positive at all times. Why use the framework?
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Scientifically proven and reliable Fits all levels of seniority Applicable to all sectors Complements technical frameworks
Behavioural Event Interview Training

Do your current selection processes sufficiently uncover past behaviour and performance? While psychometric instruments provide an evaluation of potential, behavioural event interviewing (an advanced form of structured interviewing) gathers evidence of past behaviour against an agreed competency framework. Past behaviour, of course, providing an indication of likely future performance in the role. The interviewee is guided to tell the story of successful and unsuccessful outcomes in recent business roles whilst the interviewer skilfully probes and clarifies how exactly success was achieved.
The business benefits of behavioural event interviewing:
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Shown to have 50% more predictive validity than traditional interviewing Especially effective when evaluating candidates for senior roles Captures evidence of individual performance against a framework of behaviours required to succeed in a dynamic and challenging role The experience is more pleasant for the interviewee, allowing them to give an accurate account of their capabilities, and gain a positive impression of the hiring organisation
Behavioural event interviews should only be conducted by a trained interviewer to ensure your selection process is valid, robust, reliable and defensible. Getfeedback have over 10 years of experience of carrying out and training HR professionals in the art of behavioural event interviewing. We have developed a 4 day Behavioural Event Interviewing Accreditation Programme designed to provide individuals with the necessary skills to conduct these interviews as part of their recruitment and development processes.
Selection Tools & Training

Confident you have the right people to ride the recession? Attracting and retaining people for key roles is one of the most difficult business challenges to overcome. In a recession there is an even higher pressure to get selection decisions right first time. There is no budget for mistakes. Getfeedback has been successfully helping market
leading organisations with their assessment information and processes for over 10 years. We are experts at it! Getfeedback can support you throughout your entire selection cycle. To meet your organisations needs we offer:
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One of the widest range of psychometrics Assessment centre design and delivery Competency framework design and implementation Training on selection techniques, tools and skills
The business benefits of what we do:
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Increased hire accuracy rates & reduced recruitment costs More accurate resourcing forecasting Higher retention & lower attrition Increased productivity because of a more engaged workforce Strengthened pipeline of energised and committed talent Higher returns on your people investment
The most common selection questions we are being asked
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How can I make sure I am only considering the best applicants for the job? How can I best ensure that our selection processes reflect our company and our employer brand? What are assessment centres and are they right for me? How can I make sure I get the most out of the interview time? Key factors to consider when deciding which psychometrics to use Which psychometric test should I use? Use our unbiased Psychometrics Decision Maker tool to find out
Psychometric tests drastically improve recruitment accuracy
In the current economic climate the pressure to make the right hire decision first time has never been higher. The wrong hire decision can cost organisations 30% to 176% of the annual salary of each vacant position. In the last two decades the psychometric market has exploded with nearly two thirds of organisations now using them. But with so much choice and so many companies popping up on the market offering freebies, how do you know if youve picked the one that will give you the most bang for your buck?
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ntroduction
Sometimes you don't need a consultant or a tailored solution.* You want to get on with it... That's Getfeedback's goal: to make you self-sufficient. So, we're continually extending and improving a best-of-breed range of global assessments, surveys and processes. They're delivered online by technology that works. Period! We train you, set you up, then make things complicated and constantly pester you with phone calls to spend more. Not really! You use what you want (one instrument or a range), pay-as-you-go and, if you've got a problem, we're there. We answer your questions straight away without phone options and Vivaldi, jargon, electronic messages or additional bills; just with the friendly voice of an informed person. It's your toolbox. We'll customise it if you want and we'll even put your own instruments on it. We know it works because our customers tell us it does; and also because we were one of the first companies to marry technology that helps, to instruments that work. We have the experience.
Our people
Getfeedback has a great team because we practice what we preach. Each person is a unique combination of skills, knowledge, beliefs, motivations, moods. Work and home life inform each other. We choose to work together because we share the same aims but are diverse: and that diversity means we can solve problems quickly and flexibly.* To find out about who makes up the Getfeedback community, click on an individual. Better still, click on several and get a feel for the difference. *...and with a humanity strangely missing in a lot of the people business.
Founders
Overview
Improving people performance improves organisational results. Spotting and nurturing talent ensures sustainable performance and transforms organisations. That's where we work: the point where people and organisational performance interact. Our approach is specific and tangible: identify the commercial challenge; define what 'success' looks like; maximise the contribution of new and existing employees to achieve success. You face these challenges everyday. Our people, product and service range are here to help. If you like, we're your people 'phone-a-friend'.
Selection Tools & Training

Confident you have the right people to ride the recession? Attracting and retaining people for key roles is one of the most difficult business challenges to overcome. In a recession there is an even higher pressure to get selection decisions right first time. There is no budget for mistakes. Getfeedback has been successfully helping market leading organisations with their assessment information and processes for over 10 years. We are experts at it! Getfeedback can support you throughout your entire selection cycle. To meet your organisations needs we offer:
y y y y
One of the widest range of psychometrics Assessment centre design and delivery Competency framework design and implementation Training on selection techniques, tools and skills
The business benefits of what we do:
Increased hire accuracy rates & reduced recruitment costs
y y y y y
More accurate resourcing forecasting Higher retention & lower attrition Increased productivity because of a more engaged workforce Strengthened pipeline of energised and committed talent Higher returns on your people investment
The most common selection questions we are being asked
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How can I make sure I am only considering the best applicants for the job? How can I best ensure that our selection processes reflect our company and our employer brand? What are assessment centres and are they right for me? How can I make sure I get the most out of the interview time? Key factors to consider when deciding which psychometrics to use Which psychometric test should I use? Use our unbiased Psychometrics Decision Maker tool to find out

Competency Frameworks

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Competency Frameworks

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Competency frameworks

What is a behavioural competency framework?

Our approach to competency assessment

The Schroder Competencies Framework

Behavioural Event Interview Training

The business benefits of behavioural event interviewing:

Selection Tools & Training

The business benefits of what we do:

The most common selection questions we are being asked

Psychometric tests drastically improve recruitment accuracy

Selection Tools & Training

The business benefits of what we do:

Increased hire accuracy rates & reduced recruitment costs

The most common selection questions we are being asked

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