What is the organization’s business strategy, and what are the organizational competencies or competitive advantages needed to deliver it according to customers and stakeholders? How should the business be aligned to those organizational competencies, and what are the workforce implications of making changes to the business? What should the workforce be capable of doing given tomorrow’s challenges and direction? What are the needed workforce behaviors—linked to organizational activities and outcomes—that exemplify high performance, and how does the organization capture, develop, and reinforce them? Asking these strategic questions can be a powerful method of demystifying what it takes to succeed. It will help create an organization that understands its organizational competencies, aligns the business and workforce to fulfill them, and translates that alignment into the workforce competencies, job profiles, and business/HR interventions needed to sustain or grow the organization.
We will help you:
Booz Allen employs a top-down and bottom-up approach to competency modeling to maximize organizational alignment and planning.
Top-Down: Mission (Strategic) Alignment — A critical strategic assessment supports all competency efforts and links the organization’s strategy, mission, goals, and objectives to competencies identified at the organizational, workforce, or job level
Bottom-Up: Resource Alignment — Detailed assessment of organizational, workforce, or individual competency requirements, proficiency expectations, measures of success, and current gaps links competencies to organizational performance
Our clients include:
Defense Contract Management Agency
Department of Homeland Security
Federal Aviation Administration
Federal Bureau of Investigation
International Investment Bank
Joint Special Operations University
National Science Foundation
Office of Her Highness of Qatar
US Navy
US Air Force
Contract Number: OPM-01-01050
Contract Period: 31 March 2012