Competencies are general descriptions of the behaviour or actions needed to successfully perform within a particular [work] context (e.g. job, group of jobs, function, etc).  While competencies are not new, what is new is their increased application across human resource functions to drive both employee and corporate performance and realize results that are relevant to the organization's business strategies and vision.  Employees learn, develop and refine many of their competencies over the course of their careers; HRSG's software and services are available to help you measure the competencies related to effective job performance.

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When done correctly, implementing competencies within your organization gives you the means to:

  • Translate the organization's vision and goals into expected employee behaviour;
  • Implement more effective and legally defensible recruitment, selection and assessment methods;
  • Reduce hiring costs and absenteeism / turnover rates;
  • Identify areas for employee development that are directly linked to desired outcomes and organizational objectives;
  • Target training dollars in areas that are will realize the most return on investment;
  • Set more effective (and valid) criteria for developing and evaluating performance;
  • Identify gap between present skill sets and future requirements;
  • And if downsizing is required, ensure retention of the essential competencies for the success of the organization.

Furthermore, by communicating these competencies to employees, organizations empower employees to take charge of their careers, direct their own personal development, and continually self-evaluate and improve.

Contact us today for more information on implementing a competency-based approach to your human resources.

Through extensive literature search and review of best practices, as well as experience gained from conducting hundreds of large-scale competency projects in the last 20 years, the HRSG team of Industrial / Organizational Psychologists have developed a dictionary of competencies that have been shown to be critical to organizational success.  Our research within a broad array of organizations has shown that the competencies included in this dictionary are required by a broad range of employees functioning within a wide variety of private and public sector organizations.

The demonstration of these competencies by employees and managers is related to increased performance at the individual, team, and organizational levels.  These competencies have been refined further by specialized competency experts using numerous, working groups, behavioural event interviews, stakeholders, subject matter experts and extensive surveys.  The HRSG competencies have been developed within the context of Canada's multi-cultural labour market. Validation across a broad range of occupations and industries within this multi-cultural setting has resulted in a library of competencies that are ideally suited for use by small and large organizations alike, around the globe.

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The HRSG Competency Dictionary can be used for many Human Resource Management purposes, such as:

  • A guide in creating job descriptions
  • A guide for hiring managers during behaviour-based job interviews.
  • A self-assessment tool for employees and managers
  • A performance management guide for managers/supervisors
  • A training evaluation tool
  • and so on...

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In contrast to a job description, which typically lists the tasks or functions and responsibilities for a particular role, a set of competencies (or competency profile) lists the abilities needed to conduct those tasks or functions.

Too often job descriptions are not worded in a manner that enables an employee's performance to be effectively measured. Competencies on the other hand are described in terms such that they can be observed, measured and rated against criteria that are standardized and required to do the job effectively.

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A competency profile is defined as a set of competencies and includes associated behaviours that link directly to the work to be performed, as well as the levels of proficiency for each behaviour. Usually there are several competencies ( 5-10) for any given position. This profile or set of competencies is specific to an job or group of jobs.

With valid, fair and unbiased competency profiles, management can recruit, select, train, develop and reward employees in a manner that is consistent with the strategic vision and objectives of the organization. Therefore, any investment an organization makes in competency profile development has benefits far beyond the usefulness of the results for employee development purposes.

HRSG sells competency profiles as part of our Competency-based Job Descriptions Models. Need more information? Learn more about Competencies-based Job Profiles, or contact us for more information.

HRSG has a number of generic profiles available for purchase. However, as competency profiles are unique to the position or group of positions within an organization, we specialize in developing custom profiles for our clients.

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HRSG offers a full spectrum of consulting and research services and products, including those related to competency profiling, selection and assessment, reference checking, job evaluation and compensation, human resource planning, human resource audits, training program needs analysis, design and implementation, performance management and appraisal, employee surveys and employment equity.

HRSG supports these services with a suite of intra/internet-enabled electronic tools i-SkillSuite. These tools enable organizations to more effectively plan for and manage their employees, as well as provide employees with the tools and resources to more effectively plan and manage their professional development and careers consistent with organizational needs.

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Yes, you can get competencies for free (or at a minimal cost) on the web. We even urge you to review some of these competencies, as they often do just as good a job of selling our competencies as we do. In short, we firmly stand by our belief that you get what you pay for.

HRSG competencies have been developed as a result of over 30 years of combined competency-based HR management experience with hundreds of organizations. Each competency has been extensively validated with a number of organizational groups, and has shown to be critical to organizational success. Each HRSG competency is divided into 5 proficiency levels, with a brief statement for each level describing how that particular level is distinct from the other 4 levels within that competency. Proficiency levels are further described with a series of behavioral indicators that clearly describe the specific types of behavior exemplifying a given proficiency level on the job. The behaviors at each level of the scale are illustrative rather than definitive - that is, other examples of behavior are possible and can be used at each level. Finally, the level on the proficiency scales are incremental and cumulative so that employees demonstrating proficiency at a particular scale level can be assumed to perform effectively at all levels below on the same competency scale.

We also differ from the competition in that we offer a suite of integrated competency-based tools that enables you to effectively bring Competency-based HR Management to all employees within the organization. HRSG's i-SkillSuite® enables you to conduct competency-based job selection and assessments, implement career development and learning plans, and facilitates meaningful performance management and career planning systems. Developed within self-contained, web-based modules, the multi-lingual tools are fully customizable to reflect your organizational structure, hierarchy of competencies and unique requirements, and can be fully integrated with pre-existing corporate HR systems like PeopleSoft.

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HRSG specializes in developing custom competencies for our clients.

Contact us today to discuss your requirements.

HRSG's competencies dictionary is sold within the i-SkillSuite® Competency Manager, or as a stand-alone product, easily uploadable into multiple platforms.

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When you license the Dictionary, HRSG provides you with access to the on-line version of the Dictionary and the ability to add, modify or delete any of the competencies, so that you can make changes as you implement the competencies into your own unique organizational environment.

The Dictionary can be printed as a PDF file and individual competencies can be printed complete with definitions and proficiency levels. The Dictionary also comes with a downloadable Card Sort designed to fit a standard Avery label format to create a deck of cards that enable you to validate the competencies in a focus group setting.

If you require a bound copy of the Dictionary, please contact HRSG.

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At present, the Dictionary is available in English or French. If you require the Dictionary in a language other than English or French, please contact HRSG.

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For information regarding the various options for purchasing HRSG's Comprehensive Competency Dictionary, contact us today.

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HRSG is pleased to provide not-for-profit organizations a 10% discount on all products.

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The HRSG Competency Library is updated on a regular basis, and an electronic file is sent to our clients with the new version. Clients then choose to replace existing competencies or add new ones to their dictionary. All clients who are current with their licensing fees are entitled to access to updates for the dictionary, free of charge.

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As a licensor of the dictionary you are entitled to access to the dictionary for all licensed users. You are granted non-exclusive, non-transferable, worldwide right to use the Dictionary, solely for your own internal business purposes. You shall not license, sub-license, sell, resell, transfer, assign, distribute or otherwise commercially exploit or make available to any third party the Content in any way. All rights not expressly granted to you are reserved by HRSG and its licensors.

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