The New Year holds promise for fresh and innovative ideas and focus. We’re kicking it off with an HCM Radio Show featuring Ann Hackett, Executive Director, Learning and Development, from DineEquity. We discussed a sensible method to developing a competency model that is concise and easy to deploy, yet still comprehensive and scientifically based to offer a credible platform to drive development and results aligned to business performance goals.

JPEG-1400-Pixel-HCMx-LogoOur new report, HCM Outlook 2016, shows that Leadership is the #1 talent priority for the year ahead, followed by performance management and onboarding. Having a competency model in place that is tied to your talent strategy and business goals is imperative to drive greater performance and business outcomes.

Ann Hackett has more than 25 years of experience in the Talent Management field in both consulting and non-consulting roles. Before joining DineEquity, Ann held roles leading Learning, Organizational Development and Talent Acquisition at H&R Block and was with Accenture’s Human Performance practice for more than 10 years. DineEquity, franchisor of Applebee’s and IHOP, has more than 3,600 Applebee’s and IHOP restaurants in 20 countries with more than 400 franchisee partners, and approximately 200,000 team members.

Ann has created numerous competency models at different companies during her career and some of the models were very complex – often times she found that these models were too comprehensive to utilize effectively. At DineEquity she had an opportunity to create a practical model that consist of 5 core competencies with layers that drilled down more specifically to the job function, but the core remained the same.  This allowed her team to cascade the competency model throughout leadership as well as other job functions.

A well-developed competency model can be a strategic tool for guiding organizational decisions around all aspects of human capital management from hiring to development and managing performance.

Ann’s team was diligent about creating a model that was the right fit for their organization’s culture, talent and business needs.  To learn further about her approach to developing an effective competency model, listen to our radio show.   You can download it anytime at the HCMx Radio site.

Rachel Cooke, Chief Operating Officer, Brandon Hall Group
@RachelCCooke

Rachel Cooke

Chief Operating Officer Rachel Cooke Rachel is responsible for business operations including overseeing client services, research events and project management. Prior to joining Brandon Hall Group, Rachel was the Chief Operating Officer Co-founder of AC Growth. Rachel has over 15 years of experience in sales, marketing, business development, and sales performance management. Prior to AC Growth, she held several senior management roles and was on the leadership team at Bersin & Associates, a pioneer analyst firm in e-learning and now industry leading HR and talent Research Company. In her Senior Director role, Rachel developed the strategy and led the commercial execution of the solution provider vertical, and grew the vertical into the company’s largest market segment. In her role as Director of Sales, Rachel developed and led a team of senior account executives focused on acquiring global strategic accounts. Rachel was solely responsible for developing key business relationships with over ninety companies including industry icons, such as: Adidas, Hewlett-Packard, Toyota, Oracle, Starbucks, Avnet, Boeing, Kaiser Permanente, Safeway Inc., Wells Fargo, PricewaterhouseCoopers, Clorox and Affiliated Computer Services. Rachel began her career in the banking, media and hospitality industries. In these industries, Rachel held several key senior management and executive sales positions. Rachel received a BA in social science and interdisciplinary studies with honors from Florida Atlantic University. Rachel continued her postgraduate education by completing a series of executive management education courses from American Management Association.

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