Competency models provide a description of the capabilities required to perform successfully within an organization and often supply the unifying framework on which a variety of human resources programs are designed. The best, legally defensible competency models are firmly rooted in job/occupational analysis. PDRI follows a rigorous process of analysis when we develop competency models for our clients. We have extensive experience developing competency models for both public sector (e.g., U.S. Department of Labor) and private sector (e.g., IBM) organizations for a variety of target populations (e.g., Leadership, Information Technology, Law Enforcement/Security).
In addition to providing a foundation for the development of competency models, all questions or issues involving human resources (e.g., job design, training, compensation, selection, promotion, and workforce planning) require a thorough understanding of the work. PDRI has analyzed thousands of jobs using a wide range of approaches to develop tailor-made, objective, task and behavioral job description inventories or questionnaires. Based on information gathered using these inventories, PDRI summarizes (i.e., defines, explains, or describes) the functions, tasks, responsibilities, activities, and skill level of specific jobs. PDRI has also used organization-wide job/occupational analysis information to assist clients with designing or modifying the way jobs are grouped or combined in their organizations.
Relevant Project Descriptions:
Development of Enterprise-wide, Global Competency Models and Competency-based HR Applications
