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The Marple Partnership

”If ambition was a measure of will, Goering had plenty of it. Avid to create a political position which would make him second only to Hitler, he accumulated responsibilities far beyond his ability to discharge and then, to defend his position, insisted on monopolizing decision making without the technical competence to form a judgment.”

Sound familiar? Know anyone like that in your organisation? Of course - but if only we took the time to figure out what technical competencies, and what standards in those competencies, are needed in our key jobs, we would avoid promoting unprepared successors and recruiting unsuitable candidates.

Alan Bullock wrote the words above in 1991 in his epic Hitler and Stalin: Parallel Lives. Bullock may well have heard of the Peter Principle, (click on it for the detail) but his emphasis at the time on technical competence was probably several years ahead of any concerted attempts at technical or professional competency analysis.

When you interview candidates for an Accounting position for example, you don’t only want to discover whether they practise teamwork and communicate well. You want to determine whether they can put a budget together, and know the difference between a Balance Sheet and Profit & Loss statements. You need people with the professional skills to make a difference to your organisation. So it helps if you know the detail of the skills you are looking for.

One of the major contributions we in The Marple Partnership have made to Human Resources Development  is in the field of Professional and Technical Competency Analysis, for organisations of all shapes and sizes - from Call Centre competencies for resort management on the Costa del Sol to Strategic Sourcing competencies for Britain’s biggest airport operator. Click on the links below for examples of Professional Competencies:

Customer Liaison

Supply Chain Analysis

Performance Management

This analysis is not difficult. The examples themselves are an adaptable template. But if you want external guidance or benchmarking on the approach, objectivity, consistency etc,  - and particularly on integrating competencies with Performance Management, Succession Planning, Learning & Development, Reward and Talent Management - please talk to us first.

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