Features

Competency Library

Competency Sets

The guides for competency management are the guiding principles.

For a competency to be acceptable from a business perspective, it must be related to the success of the business and/or the tasks being performed. Competency will only add value to the business in such cases.

Employees’ competencies and their status in these competencies indicate the organization’s capacity to reach its vision. Therefore, competencies need to be assessable and measurable.

Everything You Need with Powerful Features

The Capabilities Offered by the TalentAstra Competency Library

You can standardize the definition of success for everyone and make success tangible.
Businesses can achieve the desired performance by increasing the success of their employees and managers.

1

Ease of Use

It supports you in creating a competency framework tailored to your organizational structure. It provides a structure that helps you group competencies that are common in your units or processes. This makes it a library that is easy to manage, keep up to date, and improve.

2

Common Language

It provides an opportunity to create a common language that encompasses your entire organization. A common language allows you to conduct analyses at the same standard both on a personal and team basis and systematize them.

3

Comparison

While units create their own competency sets, they can compare with other units (benchmark). Once all sets are defined, it becomes easier to create a common language with the feature that allows Human Resources to calibrate easily.

4

Dynamic Structure

With its dynamic structure, you can determine competency levels that match the requirements of processes or employees’ career plans, and manage transitions between these levels. With this, everything is under your control, allowing you to standardize the definition of success for everyone and make success tangible. Businesses can achieve the desired performance by increasing the success of their employees and managers.

When businesses have a library where they can see the big picture, gather ideas, and manage competencies;

Recruitment, selection, and backup processes become easier because requirements can be easily determined.

Management of teams becomes easier due to standardization across the organization.

By defining and monitoring standards, it enhances safety and quality.

It creates a new learning culture where employees are open to learning and development.

In recent years, businesses, as part of their adopted contemporary management approach, have focused on individual performance and appointing the right people for the right positions.

To achieve this, they are reorganizing and enhancing their management models and development strategies in line with competency-based systems.

We developed TalentAstra in collaboration with industry-leading industrial companies.
Take advantage of this expertise!

Features

Competency Library

Competency Sets

The guides for competency management are the guiding principles.

For a competency to be acceptable from a business perspective, it must be related to the success of the business and/or the tasks being performed. Competency will only add value to the business in such cases.

Employees’ competencies and their status in these competencies indicate the organization’s capacity to reach its vision. Therefore, competencies need to be assessable and measurable.

The Capabilities Offered by the TalentAstra Competency Library

You can standardize the definition of success for everyone and make success tangible. Businesses can achieve the desired performance by increasing the success of their employees and managers.

1. Ease of Use

It supports you in creating a competency framework tailored to your organizational structure. It provides a structure that helps you group competencies that are common in your units or processes. This makes it a library that is easy to manage, keep up to date, and improve.

2. Common Language

It provides an opportunity to create a common language that encompasses your entire organization. A common language allows you to conduct analyses at the same standard both on a personal and team basis and systematize them.

3. Comparison

While units create their own competency sets, they can compare with other units (benchmark). Once all sets are defined, it becomes easier to create a common language with the feature that allows Human Resources to calibrate easily.

4. Dynamic Structure

With its dynamic structure, you can determine competency levels that match the requirements of processes or employees’ career plans, and manage transitions between these levels. With this, everything is under your control, allowing you to standardize the definition of success for everyone and make success tangible. Businesses can achieve the desired performance by increasing the success of their employees and managers.

When businesses have a library where they can see the big picture, gather ideas, and manage competencies;

In recent years, businesses, as part of their adopted contemporary management approach, have focused on individual performance and appointing the right people for the right positions.

To achieve this, they are reorganizing and enhancing their management models and development strategies in line with competency-based systems.

We developed TalentAstra in collaboration with industry-leading industrial companies.
Take advantage of this expertise!