Web based software service offering an integrated approach to competency alignment

1. © 2009 e-Gauge, Inc.
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Align
Measure
Achieve…

2. Imagine… with the click of a mouse…
Your leaders can, at their desktops…
Hold people accountable for

developing skills which lead to business
results.
Know who is the best fit for any job.

Help employees find their best career

direction, thereby reducing turnover.
Pair an employee up with a mentor,

developing solid talent.
Understand their department’s key

training needs.
Know immediately where they have

strong resources and where they don’t.
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3. How?
Know what key factors are necessary

for success in your organization.
Align your processes around those

factors.
Enable leaders to:

 Connect those factors to business results.
 Hold employees accountable for both
having those factors and achieving their
results.
 Measure those factors in employees.
 Grow those factors in employees.
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4. What Steps are Needed
to Get Your Processes Aligned
Around Your Key Factors for Success?
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5. What Steps are Needed
to Get Aligned with Your Factors?
Step 1: Identify your Competencies / Factors for Success
Option 1 – Senior Leader Owned Focus on this outcome as one of many objectives targeted through
an integrated Senior Leadership Strategic Planning Session. EDGES specializes in facilitating this type of
planning for Senior Teams. Client companies have, in many cases, met five-year goals in under two years, simply
by coming together around the plan. Target objectives should also include the shaping of culture through strategy.
The process also includes a comprehensive organizational communication strategy to communicate the direction
to the rest of the team.
Option 2 – Key Leader Owned Utilize existing strategy as a foundation for a focus group of successful
key leaders to reach consensus regarding the detailed criterion for success. EDGES can facilitate this focus
group and assist in communicating competencies to the organization.
Option 3 – Employee Owned Human Resources identifies several options to present to groups of
employees who vote on the final round. This is often a step to finalize Options 1 or 2.
Option 4 – Current Competencies Exist Review them in light of strategic focus to make adjustments.
Option 5 – Adapt Utilize and adjust EDGES standard competencies to meet your needs.
Whichever options you choose, they should be well-defined, well-communicated, accepted,
and fostered by the Leadership Team.
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6. Alignment of Processes to Support Full Talent Management
Step 2: Align Job Descriptions to Key Factors
Fully customized to reflect organizational competencies, defining for
each job and ranking according to importance for the job.
Step 3:
Align
Processes Performance Review/
In: Management
Training &
Development
Hiring or
sourcing internal
talent for promotion
Compensation
Strategy
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7. Step 4: Add to and
Versatile reporting tool enables your
track available
organization to…
competency
• Identify best fit candidates for jobs
data through
• Help interested candidates develop
e-TalentTM
for jobs
Training/
• Source internal talent across
Development
Data
departments/locations
& Progress
• Enable Career Path Development
Performance
Planning for better retention
Review Aligned
• Easily pair up employees for skills-
based mentoring
Add Business
Results
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8. www.e-gauge.biz
A Web-Based
Software Service
offering
an integrated
approach to
competency
alignment.
© 2009 e-Gauge, Inc.
All Rights Reserved

9. Module 1:
Measure
Overview
The “Measure” module is an automated,
competency-based job description writer
that also automatically generates a
performance review connected to the job
description, along with a roadmap for
development growth for the participant.
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10. The Job Description
© 2004-08 by EDGES, Inc.

11. The Review

12. © 2009 by e-Gauge, Inc.
The Review

13. Module 2: GROW
Overview
The “Grow” module is a competency-based,
automated development planning system
designed to enable participants to chart
specific growth goals in conjunction with
their review. The program takes into
account the goals of the participant and
provides them with a menu of numerous
growth activities to meet their goals.
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14. © 2004-08 by EDGES, Inc.
The Road Map

17. Module 3:
KNOW
Overview
The “Know” module is a highly interactive,
customized and versatile reporting tool that
enables you to identify talent, track
development progress, and understand
career goals. With full customization, it will
provide the foundation for promoting from
within, solid succession planning, internal
recruiting, career pathing, and mentoring.
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18. Report Examples –
Individual Competency Profile
Source: PERSPECTIVESTM; CONNEXIONTM;
Performance Review; Operational Scorecard
5.00
4.00
3.00
2.00
1.00
0.00
Problem Negotia- Planning Communi- Ethics Conflict
Solving tion Org Skills cation Management
3.5 3.17 4.0 3.5 4.67 3.5
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19. KNOW… to plan
Identify talent across multiple locations.

 Run query by department/job title/competency to
match talent with job needs.
 Identify voids in your talent pipeline.
 Adjust your external recruiting to fill those voids.
 Accurately monitor employee’s development progress
and improvement.
 Effectively make decisions to support needed change.
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20. KNOW…
Benefits
More standardized performance feedback.

Tie skills into results.

Reward/foster/grow elements of success.

Retention through employee career self-planning and

pathing.
Use information to set up skills mentoring pairs.

Promote competent individuals.

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21. © 2009 e-Gauge, Inc.
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22. © 2009 e-Gauge, Inc.
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23. CUSTOMIZED
LOOKS
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24. © 2009 e-Gauge, Inc.
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