Integration of Competencies in Design

Assignment of technical and behavioral skills

The meticulous elaboration of an extensive structural functions manual reaches its maximum operational potential when the behavioral skills essential to ensure the corporate success of all its talented members are consciously integrated.

This rigorous process of methodological assignment involves identifying exactly which specific human behaviors will undoubtedly guarantee the optimal fulfillment of the ambitious objectives outlined.

Two main blocks of professional skills can be clearly distinguished.

First, there are the transversal or cardinal ones, which absolutely all active members of the corporation must possess in order to faithfully reflect its core identity in the marketplace.

On the other hand, there are the specific ones, which are functionally oriented to certain families of positions or to very particular hierarchical ranks in the institutional scheme.

For example, in a prestigious chain of veterinary clinics, kindness towards sensitive animal care would be a non-negotiable cardinal skill required of both the chief operating surgeon and the attentive receptionist.

In stark contrast, complex managerial skills geared toward strategic coordination of medical shifts and in-depth budget management would only fall to resource managers. This forges solid pillars.

Gradation of requirements by profile

Once the behavioral skills suitable for a given occupation have been properly selected, it is absolutely essential to gauge the required intensity with which these skills must necessarily manifest themselves in the hectic day-to-day operations of each internally assessed professional.

Not all leadership positions require the same high level of technical mastery of a particular communication skill.

In order to harmoniously structure this complex grading, prestigious institutions regularly implement a clear graduated scale, commonly labeled with ascending letters as a reference.

In this standard eva luative model, the first letter of the alphabet represents absolute mastery and the last letter represents a very basic ability to understand.

Taking the business skill called international crisis negotiation, the corporate general manager of mass procurement will unquestionably require a superlative grade A level to attempt to successfully close multiple multi-million dollar contracts under extreme economic pressure.

In drastic contrast, a junior procurement assistant who barely manages smaller purchases will exclusively need an intermediate grade of the same technical skill.

Delineating this provides valuable operational metrics of future performance and prevents costly hiring discrepancies.

Summary

Linking behavioral skills to available openings ensures that the professionals selected align perfectly with the company's core identity and strategy.

There are cross-cutting skills applicable to all institutional members and specific capabilities required only for management roles or highly technical departments within the organization.

Meticulously defining the degree of mastery expected for each skill allows to objectively eva luate subsequent performance and to plan very effective future corporate development programs.