Best practices in developing and implementing competency models

Reports & Insights

Executive Development & Coaching

Best practices in developing and implementing competency models

J. Evelyn Orr

Craig Sneltjes

Guangrong Dai

Extensive research has identified the competencies required for leaders to succeed. The best method for integrating talent management throughout an organization is to use competency models as the foundation for all aspects of strategic HR, including selecting, developing and deploying talent. When competency modeling efforts are sponsored by senior leaders, aligned to strategy, and based on validated research, that leads to increased shareholder value, studies have shown.

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Author Profile:

J. Evelyn Orr

Director, Intellectual Property Development

Ms. Orr is an Intellectual Property Development Director with Korn/Ferry Leadership and Talent Consulting.

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http://www.kornferry.com/Bios/craigsneltjes

Craig Sneltjes

Managing Principal
Leadership and Talent Consulting

Craig Sneltjes is a Principal Consultant for Korn/Ferry International's Leadership and Talent Consulting group, based in the Firm's Minneapolice office.

Mr. Sneltjes specializes in helping larger organizations improve their performance through the sue of research-based competencies. In particular, he consults and trains on interviewing/selecting, creating competency models, identifying high potential leaders, and assessing and developing individuals and teams. Mr. Sneltes is especially skilled in coaching leaders and executives using multi-rater (360 degree) feedback instruments. He works with organizations in various sectors, including retail, financial services, consumer goods, higher education and engineering.

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Guangrong Dai

Senior Director, Intellectual Property Research

Gaungrong Dai joined the research team at Lominger International, a Korn/Ferry Company in 2006. His research areas include multi-source feedback, leadership development, high potential identification, high potential engagement, executive onboarding, and global leadership effectiveness.

He worked closely with the product development team, providing support for the development of talent management tools and solutions that are research based and experience tested. He earned a Ph.D. in Industrial/Organizational Psychology from Central Michigan University.

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