HCMx Radio: A Practical Approach to Building a Competency Model

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

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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