1. 1 ITAP International Competency Software A family of competency based products that integrate HR and business processes Stephen Martin: President ITAP Europe, Middle East & Africa

2. June 05© ITAP International 20052 ITAP Competency Software Family Key Principles Easy to use Full range of integrated HR process applications Ability to import existing competency models or create new models

3. June 05© ITAP International 20053 ITAP Competency Software Family Key Functions Competency Transcriptor Creating competency models Competency Assessor In-depth assessments of individual and team capability Competency Profiler Creating job / job-family and individual / team competency profiles

4. June 05© ITAP International 20054 ITAP Competency Software Family Competency Transcriptor Creating Competency Models

5. June 05© ITAP International 20055 ITAP Competency Software Family Competency Transcriptor Easy input of source data from interview / panel / questionnaire transcripts - simply copy & paste Sequential and logical management of the process from transcript analysis, data identification, coding, paraphrasing, levelling and competency definition through to final model output Simultaneous numeric analysis of data levels and distribution, cut by user-defined data-fields such as location, function, job-family, organisational level - with built-in charts and reports

6. June 05© ITAP International 20056 ITAP Competency Software Family Competency Transcriptor Strong face-validity: competency model output is clearly related to the organisation’s unique input Strong process-validity: the software enables the application of best-practice methodology - but much faster, more accurately, more effectively High-flexibility: new data from additional sources can be incorporated into existing models - updates, amendments, new derivatives can be generated quickly and easily

7. June 05© ITAP International 20057 ITAP Competency Software Family Competency Transcriptor The only software available that facilitates management of the whole competency modelling process on-screen And that allows remote multiple-user / team inputs via the web, organised by a ‘project leader’ And that generates only organisation-specific competency models - there are no embedded competency menus to restrict your work

8. June 05© ITAP International 20058 ITAP Competency Software Family Competency Transcriptor The Process Menu…

9. June 05© ITAP International 20059 ITAP Competency Software Family Competency Transcriptor Analysis…

10. June 05© ITAP International 200510 ITAP Competency Software Family Competency Transcriptor And the Result… Result…

11. June 05© ITAP International 200511 ITAP Competency Software Family Competency Assessor In-depth assessments of individual capability and team capability

12. June 05© ITAP International 200512 ITAP Competency Software Family Competency Assessor Identify, code and level behavioural data from an interview transcript, matched against the competency model Produce behavioural data charts showing the distribution of data across the competencies, and the match against levels within each competency Generate accurate, detailed analysis of capability against a job or development profile, or simply against the levels in the competency model

13. June 05© ITAP International 200513 ITAP Competency Software Family Competency Assessor More accurate, more reliable, more detailed information Produce better selection decisions, better development needs identification, improved development planning across the organisation Generate vastly improved development and assessment feedback to individuals - clearly relate selection decisions to the needs of the job, ensuring accuracy, consistency and fairness Generate powerful team capability analysis and development assessment for establishing organisational capability against needs

14. June 05© ITAP International 200514 ITAP Competency Software Family Competency Assessor

15. June 05© ITAP International 200515 ITAP Competency Software Family Competency Profiler Creating Job & Job Family Individual & Team Competency Profiles

16. June 05© ITAP International 200516 ITAP Competency Software Family Competency Profiler Easy import of existing organisational competency models - no embedded competency models to restrict your work User-friendly, intuitive design enables rapid access to basic functionality, with quick and clear results Fully web-enabled functionality and security, organised and managed by ‘project administrator’ Automated data-interrogation allows multiple-level comparative search and match between job and individual profiles

17. June 05© ITAP International 200517 ITAP Competency Software Family Competency Profiler Generate highly graphic profiles of individual competency ‘supply’ and job competency ‘demand’ for selection and development Support 360º processes, controlled by restricted ‘project administrator’ access Compare and contrast individuals and jobs, teams and job-families for training and development planning, resource planning, & ‘real-time’ succession planning Search the data to identify candidates, identify appropriate development or promotional roles or project leaders, and locate rare skills and capability in the organisation when it is needed

18. June 05© ITAP International 200518 ITAP Competency Software Family Competency Profiler

19. June 05© ITAP International 200519 ITAP Competency Software Family Key Applications Competency Transcriptor Developing competency models that link organisational strategy and exemplar behaviour Competency Profiler Recruitment & Selection / Development / 360º Feedback / Succession Planning / Capability Management Competency Assessor Recruitment & Selection / Individual Development / Development Feedback / Team Development

20. June 05© ITAP International 200520 Key Roles: Project Administrator Analyst Line Management

21. June 05© ITAP International 200521 Key Roles: Project Administrator

22. June 05© ITAP International 200522 Setting up Profile Fields…

23. June 05© ITAP International 200523 Such as location…

24. June 05© ITAP International 200524 Adding people as ‘Analysts’…

25. June 05© ITAP International 200525 Assigning their tasks, work- group access code and generating auto-emails…

26. June 05© ITAP International 200526 Adding jobs…

27. June 05© ITAP International 200527 1. Achievement Orientation Demonstrating clear focus on organisational and personal objectives. Valuing and working towards the achievement of business strategies. Respecting deadlines, targets, measures and budgets. Aligning personal behaviour and approach with the needs of the business. Demonstrating the ability to act without perfect data; taking accountability for decisions, and own and others' actions. Level 1 (High) Sustaining organisational and personal commitment to strategic agendas over the long-term; driving through resistance and barriers to change across the business · Driving own function to meet board colleagues' performance expectations · Supporting the implementation of regional decisions through ensuring effective planning at regional level, and monitoring adherence to agreed timescales and delivery sequences · Confidently using own analysis and judgement as a platform for decisions and action over the long- term, across a wide scale · Providing direction and focus through uncertain times; focusing individuals, teams and the business on the key long-term outcomes · Identifying the significantly higher levels of accountability and expectation at the board level as opposed to the levels just below Level 2 Setting business and functional objectives in pursuit of the strategic agenda. Securing the human and technical resources as necessary to achieve targets; overcoming resistance and barriers to change Level 3 Committing self and enrolling others in the pursuit of business targets. Setting priorities, standards and measures for key personal, team and business deliverables. Level 4 (Low) Focusing on meeting standards and achieving objectives. Taking responsibility for action; delivering against key measures of own and team performance Inputting and accessing the Competency Model: Example

28. June 05© ITAP International 200528 And running multiple projects…

29. June 05© ITAP International 200529 Key Roles: Analyst

30. June 05© ITAP International 200530

31. June 05© ITAP International 200531 My first task: self-analysis…

32. June 05© ITAP International 200532 Simple paired comparisons…

33. June 05© ITAP International 200533 The active grid keeps the score…

34. June 05© ITAP International 200534 thru’ to completion, even in multi-sessions…

35. June 05© ITAP International 200535 Result: my competency rank score…

36. June 05© ITAP International 200536 Which I use to build my ‘profile’…

37. June 05© ITAP International 200537 Using the scale in the competency model…

38. June 05© ITAP International 200538 Accessing behavioral examples…

39. June 05© ITAP International 200539 Result: My competency profile…

40. June 05© ITAP International 200540 My next task: analysing my job…

41. June 05© ITAP International 200541 Using the same process…

42. June 05© ITAP International 200542 Result: The job competency ranking…

43. June 05© ITAP International 200543 And create a job-profile, using the same process…

44. June 05© ITAP International 200544 And now I can access both to compare…

45. June 05© ITAP International 200545 And I look pretty good overall…

46. June 05© ITAP International 200546 Until I look at job-rank order…

47. June 05© ITAP International 200547 Key Roles: Project Administrator

48. June 05© ITAP International 200548 Searching the data for new CE candidates…

49. June 05© ITAP International 200549 And there are some, with different profile features…

50. June 05© ITAP International 200550 Key Roles: Line Management

51. June 05© ITAP International 200551 Its all about work-group access…

52. June 05© ITAP International 200552 ITAP Competency Software Family Key Applications Competency Profiler Recruitment & Selection / Development / 360º Feedback / Succession Planning / Capability Management…

53. June 05© ITAP International 200553 Thank you…