We already know all about leading strategic competencies, don't we?
Strategic competence management has never been easier! In seconds, ChatGPT produces a 7-point list of actions that can take your company to the next level in strategically leading competencies and talent development.
The list is comprehensive and covers everything you need to know:
- Defining and identifying strategic competencies
- Identifying and defining the current state of competencies
- Competence development based on assessments
- Integrating strategic competencies into HR processes, e.g. to define job descriptions and support performance management
- Measurement of competencies and utilisation of measurement data
- Alignment of individual competencies and business needs; and
- identifying and developing talent
If companies acted in line with this description, we could be assured that workplaces would proactively develop competencies in line with the strategy. This would enable companies to achieve a competitive advantage and a renewed and innovative approach to work.
The list is comprehensive and covers everything you need to know:
- Defining and identifying strategic competencies
- Identifying and defining the current state of competencies
- Competence development based on assessments
- Integrating strategic competencies into HR processes, e.g. to define job descriptions and support performance management
- Measurement of competencies and utilisation of measurement data
- Alignment of individual competencies and business needs; and
- identifying and developing talent
If companies acted in line with this description, we could be assured that workplaces would proactively develop competencies in line with the strategy. This would enable companies to achieve a competitive advantage and a renewed and innovative approach to work.
The list is comprehensive and covers everything you need to know:
- Defining and identifying strategic competencies
- Identifying and defining the current state of competencies
- Competence development based on assessments
- Integrating strategic competencies into HR processes, e.g. to define job descriptions and support performance management
- Measurement of competencies and utilisation of measurement data
- Alignment of individual competencies and business needs; and
- identifying and developing talent
If companies acted in line with this description, we could be assured that workplaces would proactively develop competencies in line with the strategy. This would enable companies to achieve a competitive advantage and a renewed and innovative approach to work.
The list is comprehensive and covers everything you need to know:
- Defining and identifying strategic competencies
- Identifying and defining the current state of competencies
- Competence development based on assessments
- Integrating strategic competencies into HR processes, e.g. to define job descriptions and support performance management
- Measurement of competencies and utilisation of measurement data
- Alignment of individual competencies and business needs; and
- identifying and developing talent
If companies acted in line with this description, we could be assured that workplaces would proactively develop competencies in line with the strategy. This would enable companies to achieve a competitive advantage and a renewed and innovative approach to work.
The list is comprehensive and covers everything you need to know:
- Defining and identifying strategic competencies
- Identifying and defining the current state of competencies
- Competence development based on assessments
- Integrating strategic competencies into HR processes, e.g. to define job descriptions and support performance management
- Measurement of competencies and utilisation of measurement data
- Alignment of individual competencies and business needs; and
- identifying and developing talent
If companies acted in line with this description, we could be assured that workplaces would proactively develop competencies in line with the strategy. This would enable companies to achieve a competitive advantage and a renewed and innovative approach to work.
About the author
Mari Tasanto D.Sc. (Admin) is Growth Area Director of Customised Solutions at Hanken & SSE Executive Education. Mari has more than 10 years of experience in various manager positions and international experience from HRD and talent management positions. She has worked more than 15 years in leadership development and organisational development consulting and training organisations. Mari specialises in strategic capabilities consulting and competence management. She has designed and delivered several talent development programmes internationally. Another focus area is management team development and potential assessment of management teams. She is passionate about continuous learning and organisational renewal and her mission is to support the potential of the organisations as well as individuals.
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