{"id":24272,"date":"2014-01-31T00:00:00","date_gmt":"2014-01-31T05:00:00","guid":{"rendered":"https:\/\/demo.wwwebdesignstudios.com\/client05\/career-gold-employers-talent-management\/"},"modified":"2026-04-17T19:09:10","modified_gmt":"2026-04-17T23:09:10","slug":"career-gold-employers-talent-management","status":"publish","type":"post","link":"https:\/\/demo.wwwebdesignstudios.com\/client05\/career-gold-employers-talent-management\/","title":{"rendered":"Career Gold for You in Your Employer\u2019s Talent Management Process"},"content":{"rendered":"

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A truly effective competency modeling process doesn\u2019t just serve the needs and purposes of the company or HR department; integrated with a performance management process, it can also include a focus on measurable outcomes and definable behaviors to help you, as an employee, by providing you the information you need to understand:<\/p>\n

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  1. What is expected of you in your current role \u2013 i.e., your performance objectives and scope of accountability<\/li>\n
  2. The knowledge and skills you need to strengthen or develop in order to ensure a bright career path \u2013 in other words, your potential to grow and succeed within a particular field or company.<\/li>\n<\/ol>\n

    Too often, employees tend to view performance evaluations as a one-way street; instead, you should view this process as an opportunity to not only increase your output in your current role, but to also build the skillset you need to access those very positions you have set your eyes on for the future.<\/p>\n

    Become your organization\u2019s \u201cwish list\u201d<\/b><\/h2>\n

    Competency models are one of the best tools an organization can give its workforce. We already know that companies invest many resources in developing and implementing talent management programs, typically with the primary objective to optimize their workforce\u2019s performance. In addition to serving this purpose, competency models also support management\u2019s complex task of communicating clear<\/i> job expectations to employees \u2013 an area where too many unfortunately fail. This leads to employees\u2019 low opinion of the usefulness of performance evaluations.<\/p>\n

    Fortunately, by developing a competency model for your job, management can include \u201cwish lists\u201d of expectations \u2013 at every job level and for every role in the organization. \u00a0A model allows you to understand what needs to be done to boost your performance in your current role, while providing you with valuable information regarding the skills you need to acquire for career mobility and progression.<\/p>\n

    Think of a competency model as a checklist of requirements on an application form. A professionally designed model is clear and concise, and always accompanied by a competency dictionary defining the different skills and behaviors, as they apply to the company. It\u2019s easy to see, with such a carefully defined roadmap, how a model can benefit you, as an employee \u2013 whether you are looking to hone your skills or acquire new ones.<\/p>\n

    Take the reins of your performance<\/b><\/h2>\n

    To employees, performance reviews often seem like yet another utopian corporate process, but when the right competency models are in place, your career, your future and your skills \u2013 all of the elements that define you professionally \u2013 are placed at the center of the process, affording you the opportunity to:<\/p>\n