A Competency & Talent Management Operating Model is a structured framework that defines how an organization identifies, develops, and retains talent while aligning employee competencies with business objectives. It ensures the right people are in the right roles, with the right skills, at the right time.

A well-defined model ensures workforce readiness, leadership pipeline development, skills optimization, and business continuity, enhancing overall organizational performance.

• Competency Framework: Defines required skills, knowledge, and behaviors for each role.
• Talent Acquisition & Succession Planning: Identifies, recruits, and develops high-potential employees.
• Learning & Development (L&D): Provides structured training, upskilling, and career growth opportunities.
• Performance Alignment: Links competencies to performance evaluations and career progression.
• Governance & Compliance: Ensures fair and transparent talent management policies.

HR leaders, department heads, learning & development teams, and senior executives collaborate to develop and execute talent strategies.

It should be reviewed annually, with real-time adjustments based on business strategy, workforce needs, and industry trends.

A competency framework outlines the core skills, behaviors, and technical abilities required for different job roles within an organization. It provides a clear roadmap for employee development and career growth.

• Core Competencies: Apply to all employees (e.g., communication, adaptability).
• Leadership Competencies: Required for management roles (e.g., strategic thinking, decision-making).
• Functional Competencies: Job-specific skills (e.g., financial analysis for finance roles).
• Technical Competencies: Role-based technical expertise (e.g., coding for software engineers).