The systematic management of competencies is one of the cornerstones of modern HR. It is not enough to know “who does what” – we must also understand how tasks are carried out and with what skills. Competency management helps identify the capabilities required for business operations, compare them with existing skills, and design development paths.
Through competence management, training, promotions, succession planning, and recruitment all become more deliberate – while the organization as a whole adapts better to changing challenges.
Contact
A well-structured competence framework provides answers to many key questions: What competencies are required for a specific role? Where are the areas for development within the organization? Who is suitable for internal advancement or succession? Which skills most strongly support the company’s future objectives?
A competence framework aligned with corporate strategy defines the necessary knowledge, skills, and behavioral patterns across three levels – general, functional, and leadership. It establishes transparent expectations and a unified basis for HR processes.
The matrix is a tabular tool showing which competencies are required for a given role, and at what level they are currently present in employees. It helps identify gaps and development needs, while also providing an objective basis for selection or promotion decisions.
We measure competencies using multiple methods: 360-degree evaluations, managerial feedback, self-assessment questionnaires, or Assessment Center tools. The goal is to base development and evaluation not on subjective impressions but on objective data.
We identify the most critical areas for improvement and provide tailored training recommendations – whether at the individual or organizational level. Based on measured data, we prepare personalized or group-level development plans. These plans align competence development with organizational strategy, ensuring that training initiatives deliver real business results.
We help embed competencies into recruitment, performance evaluation, succession planning, and compensation processes. This ensures that the entire HR operation is based on a consistent approach and aligned with employee expectations.
Competency management allows the organization to put the right person in the right role, not only in technical but also behavioral and leadership terms. It strengthens retention, career progression, and strategic HR operations.
Competency management allows the organization to put the right person in the right role, not only in technical but also behavioral and leadership terms. It strengthens retention, career progression, and strategic HR operations.
I have over 25 years of experience in leadership consulting, organizational development, and strategic HR. Throughout my career, I have worked as a corporate HR leader, independent consultant, and university lecturer. In recent years, my focus has been primarily on developing senior and mid-level managers, as well as shaping corporate HR strategies, with particular emphasis on enhancing leadership soft skills.
I have been working in the field of executive search, consulting, and headhunting for over 10 years. As an open-minded and flexible professional, I build long-term client relationships through a complex and people-focused approach. In addition to my role as a Senior Consultant, I also serve as a Market & Client Relationship Manager, supporting my partners in achieving their business goals.
Write to us.
We love to talk about HR! If you have a question or would like to receive a service offer, please contact us and we will get back to you within one business day.
Exclusive Hungarian Partner
