{"id":718,"date":"2025-01-05T13:24:08","date_gmt":"2025-01-05T12:24:08","guid":{"rendered":"https:\/\/igauss.pl\/testy-kompetencyjne\/"},"modified":"2026-08-29T11:16:49","modified_gmt":"2026-08-29T09:16:49","slug":"we-build-competency-models","status":"publish","type":"post","link":"https:\/\/igauss.pl\/en\/we-build-competency-models\/","title":{"rendered":"Building an Objective HR Competency Model"},"content":{"rendered":"\n
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CASE STUDY \u00b7 COMPETENCY ASSESSMENT<\/strong><\/p>\n\n

Building an Objective HR Competency Model<\/h1>\n\n

How a tailored competency model and Situational Judgement Test made a national HR competition more objective and gave more than 800 managers useful feedback.<\/p>\n<\/div><\/section>\n\n

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At a glance<\/h2>\n\n

Programme:<\/strong> Wolters Kluwer\u2019s Top HR Manager competition<\/p>\n\n

Starting point:<\/strong> Candidates were judged mainly through written descriptions and jury interviews<\/p>\n\n

Outcome:<\/strong> A repeatable assessment method used in the 2014\u20132019 editions and completed by more than 800 HR managers<\/p>\n<\/div>\n\n

Context<\/h2>\n\n

The Top HR Manager competition had been organised since 2009. In its first five editions, evaluation depended largely on project descriptions and jury interviews, which made it difficult to separate actual competence from self-presentation.<\/p>\n\n

\"HR<\/figure>\n\n

The business challenge<\/h2>\n\n

The organisers wanted to increase the objectivity and credibility of candidate evaluation while retaining a method relevant to real HR decisions.<\/p>\n\n

What the diagnosis showed<\/h2>\n\n