Hiring, developing, and retaining top talent is challenging, particularly in today’s competitive job market. The companies doing it right have efficient, fair, and objective processes in place for all of their talent management applications.At the core of these talent management applications is a need to clearly articulate the competencies needed for success. For organizations and the people in them to thrive, it’s imperative that they define the competencies needed for success… Show more Hiring, developing, and retaining top talent is challenging, particularly in today’s competitive job market. The companies doing it right have efficient, fair, and objective processes in place for all of their talent management applications.At the core of these talent management applications is a need to clearly articulate the competencies needed for success. For organizations and the people in them to thrive, it’s imperative that they define the competencies needed for success across all roles. And it’s my mission to make that happen. ✅ WHO I HELP: I help HR teams (e.g., People and Culture, Talent Management) build and implement competency models to find, develop, and retain top talent. I do this by identifying and creating technical and transferable competencies required for successful performance. Competency profiles become your structured way to describe jobs across your organization or within a specific area (e.g., Cybersecurity, Sales). ✅ HOW I DO IT: I guide you through the key decision points in crafting a competency architecture (e.g., what types of competencies, how many competencies, how to organize jobs into job families). I help you source off-the-shelf competencies or develop custom competencies. I work with you to determine the best method for developing competency profiles for each role. I coach you on how to start using competencies for your most pressing HR needs, like hiring and career pathing. ✅ IMAGINE THIS: 👉 Jobs are described in a measurable and observable way to help everyone have a clear picture of what successful performance looks like.👉 Employees can assess their strengths and developmental needs in terms of their current role and roles they aspire to move into. 👉 Hiring and promotion decisions are made more objective by using competency models to define job requirements in a systematic way.►►► WANT TO LEARN MORE? Book a 30-min chat. https://calendly.com/dvanderwerf/30min Show less

As a consultant at HRSG I have: • Delivered talent management solutions to clients in a variety of industries (e.g., government, law enforcement, telecom, manufacturing). • Developed competencies and competency-based tools (e.g., interview guides, learning resources) used for various HR functions such as selection, performance management, and employee development.

As a Research Analyst at HRSG I have:• Worked within virtual teams, conducting large-scale literature reviews to help clients better understand organizational issues. • Conducted several literature reviews on topics such as institutional leadership, the impact of emotions on work performance, and best practices in competency-based performance appraisal.

As a Graduate Teaching Assistant in Executive Programs I have:• Supported faculty and students during several one-week intensive courses on the foundations of leadership, and an online course on the role of the leader in decision making. • Delivered a guest lecture on leading teams to classes of MA Leadership students. • Provided students with constructive feedback on their written assignments. Courses I have TA'd include:LEAD*6000: Foundations of LeadershipHTM*6110:… Show more As a Graduate Teaching Assistant in Executive Programs I have:• Supported faculty and students during several one-week intensive courses on the foundations of leadership, and an online course on the role of the leader in decision making. • Delivered a guest lecture on leading teams to classes of MA Leadership students. • Provided students with constructive feedback on their written assignments. Courses I have TA'd include:LEAD*6000: Foundations of LeadershipHTM*6110: Foundations of LeadershipLEAD*6300: Role of the Leader in Decision-Making Show less

OMS Consulting specializes in building better places to work through industry leading organizational interventions, management consulting, and human resource management.I have experience with the following projects:• Lead facilitator for a one day structured interview training session for 30 managers of a government organization. • Co-facilitated a two day structured interview training sessions for employees of a not-for-profit organization. • Worked within a team to modify… Show more OMS Consulting specializes in building better places to work through industry leading organizational interventions, management consulting, and human resource management.I have experience with the following projects:• Lead facilitator for a one day structured interview training session for 30 managers of a government organization. • Co-facilitated a two day structured interview training sessions for employees of a not-for-profit organization. • Worked within a team to modify the selection system of a large organization. • Developed a structured situational interview guide.• Facilitated performance appraisal meetings for a small government organization and prepared performance appraisal reports for all employees.• Managed junior colleagues in preparing several survey and themed comment reports.• Worked within a group to categorize comment data for an employee survey, and wrote several reports on the findings.• Used statistical techniques to reduce the quantity of data within a customer satisfaction survey, making it easier for the client to identify critical issues. • Collaborated to develop questions and procedures for a focus group. Show less