Module 6/7 15 min
Applying it to real work
Step 1 / 4·The four main applications
0/4 steps done
Learning objectives — after this module you will:
- Connect the framework/matrix to 4 applications: hiring, assessment, IDP, succession
- Recognize common rollout mistakes
- Know how to keep a framework alive over time
Learn ~5 min
The four main applications
See the framework running across the talent lifecycle.
Framework & matrix in 4 HR processes
| Process | How to use it |
|---|---|
| Hiring | Write JDs by role profile; behavioral interviews (STAR) anchored to indicators; score candidates on the same yardstick |
| Competency assessment | Periodic assessment by proficiency level with evidence; results feed into the team's skills matrix |
| IDP (individual development plan) | Gaps from the matrix → specific development goals per 70-20-10, with a target level and deadline |
| Succession & 9-box | Compare succession candidates with the target position's role profile; define Potential by competency, reducing gut feel |
The red thread
The SAME set of competencies runs from JD → interview → assessment → IDP → succession. That's when the framework creates real value: every people decision speaks the same language.
Key takeaway: One set of competencies — four applications: hire right, assess fairly, develop on target, succeed with grounding.