Stefan Heinis, Partner
Competence profiling
Organisational assessment
Would you like to appraise your employees differently than solely based on results in the yearly performance review? Do you have a job classification system, scales and valuations, but are you not fully equipped to measure the performance of your employees? Or would you like to integrate all your HRM-processes and make sure that everyone speaks the same language? AVOP competence profiling offers the answer, in professionalising your HRM-strategy.
Exploratory conversation?What does it bring?
Competences are the building blocks of a solid and integrated HRM-strategy. AVOP helps you develop a competence model that can be the stepping stone for a host of HRM-processes. Think recruiting new colleagues, or developing and appraising employees. The model can be applied to acquire an insight into the existing and the desired culture.
- Competence model with building blocks to professionalise HRM-processes
- Grip for performance review conversations
- Structuring of job-descriptions
- Clarifying and improving the communication between manager and employee
Why Avop?
What Avop can do for your organisation
AVOP has been supporting managers, HRM-professionals and policy-makers for years, in order to help them obtain more insight into the organisation. It is our philosophy that competences are the building blocks of a clear and unified policy in the organisation. Competences form a language, as it were, with which people within all divisions in the organisation can communicate with each other. They are also applicable in almost any HRM-process.
- Coproduction with your organisation
- Vast experience with competence modelling, with attention to people and organisation
- Experience in different markets and segments
- Custom-made competences, with value for your organisation
Interested? Call (020) 615 54 56 or mail to info@avop.nl
How do we work?
Creating a competence-handbook requires thorough preparation. Primarily, we look at the current documentation, to identify whether a direction has been established into which we may move further. Subsequently, AVOP-consultants organise workshops in which managers are enabled to look at the competences per position and discuss these in order to come to a consensus about a competence model, which will consequently be conceived with broad support.
- Intake to determine goals
- Creating initial competences
- Organising competence-workshops
- Refining and operationalising competence-profiles
- Feedback in the form of a comprehensive competence-handbook
- Structuring and integrating in HRM-processes
