Talent Twister - Organisational perspective

Creating a competence profile:

• Select from 32 behavioural competences (what should employees be able to do?), complete with information on the required professional knowledge (what should employees know?) to be successful in a job role or position.

Evaluating competences:

• Evaluation necessitates standardisation and should be conducted as objectively as possible (for example by means of an assessment & development center, 360° feedback, questionnaires or tests)
• ‘gap’ approach