Using performance competencies, we can provide an additional view of a candidate versus a higher performer.
In addition to technical skills, academic background and professional experience acquired, an individual’s natural behavioural tendencies are crucial elements to achieving success at work. Our goal in creating this model is to provide better ways for organizations to capture these natural behavioural tendencies and leverage them to develop the strong, resilient leaders required to drive today’s business strategies. SuccessFinder measures 85 performance traits. The 26 performance competencies consist of three to six behavioural characteristics. The competencies are grouped into five categories. They are very useful for developing a performance plan as they reflect the interaction of the traits.
How the traits combine along with a career theme in different dynamic combinations to predict business and career success. These combinations constitute the complex behavioural trait dynamics that we see in the workplace and can be measured using competencies and a readiness to influence others directly.
Performance competency is the kind of skill set that an individual should have so that he or she can meet the goals of the organization. Measuring performance competency is a tough job for any human resource manager. SuccessFinder makes it easy. Due to the increasingly complex structure of the organization, it is imperative for individuals to have a good and healthy relationships with people across departments.
In some organizations, including behavioural competencies is part of their appraisal as well.
Why do organizations need to understand performance competencies?
Understanding performance competencies play an essential role in succession planning, workforce planning, and training and development.