Talent Management - Capability

Do your people have the knowledge, skills and abilities required to deliver the organisational objectives?

Your organisation’s capabilities are made up of the Skills, Knowledge and Attitudes of your people.  A person’s capabilities can be measured either through their performance at work or through specific skill assessments; it is normally measured during the recruitment process and may be re-evaluated at critical points such as promotions or during a development intervention.

Effective evaluation requires a clear and well-structured definition of the capabilities and so this can be challenging for management and leadership capabilities which are less easy to define than for technical roles.

When we start to look at the predictors of performance for executive and senior management roles we find that a large number of factors have an influence.  Some of these factors, such as behaviour, are easy to see while other such as cognitive ability and personality are less easily observable but underlie and influence the others.

An effective evaluation process must define the role in terms of all these factors.  Only by building up a picture of the candidate’s strengths and weaknesses at all levels can their true capability and potential be assessed. 

HFI’s Capability Framework

HFI create a levelled framework of core requirements of knowledge, skills and abilities that describes high performance across levels and functions. This framework is then used as a reference point to:

• Align employee selection processes – providing a benchmark against which candidates can be measured.
• Target development programmes – defining the development pathway for senior executives including coaching, courses, mentoring and in-house projects.
• Manage and develop performance - establishing clear objectives and evaluating outcomes to make sure that progression is on track