The potential contribution of competency management to the realisation of the mission, vision and strategy of the organisation is very concrete. The principal vision and mission of the organisation is translated to the level of the staff’s required competencies.
In other words: the desired competencies are logically deducted from the objectives and the task the organisation has determined for itself.
Therefore the directing and managing of competencies becomes a supporting activity to serve the highest objectives of the organisation.

Quintessence has many years of experience in this field. We have developed a comprehensive methodology we would like to share with you. If you see competency management as a lever to realise your strategic plan, we would like to be your partner in the following activities:

• Translating the mission, vision and strategy to operational objectives, roles, function groups and competencies.
• Developing a competency glossary to fit your organisation, based on the Quintessence Dictionary, which contains today’s competencies.
• To determine competency profiles for function groups or for individual functions.

A competency profile can be designed in various ways. We make our know-how available by offering handy HR tools such as the Quintessence Competency Cards and the Competency Analysis Instrument (CAI).

Putting together a competency profile means more than a purely logical and deductive process. Ultimately we need to achieve that all staff involved reach a consensus through dialogue about the final profile. This is achieved using panel discussions. Individual interviews may be part of the analysis process, the results of which are included in the consensus meetings. 

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