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Magellan Competency Frameworks

The Magellan Network offers competency frameworks on:

  • International Compensation and Benefits
  • and International Mobility

 

 

Magellan Competency Framework Compensation and Benefits

Put together by Compensation and Benefits directors of multinational companies, professionals and experts, this guide highlights the main contributions of the Compensation & Benefits function to a company, key competencies, and the knowledge, practical skills, behaviors and personal qualities important to the profession.

Compensation & Benefits has seen major changes over the last few years. A profession bringing together a number of fields of expertise, it requires an extensive skill set, including: HR management, labor law, business law, securities, social protection, tax, financial accounting, management control, and communication.

The aim of this competency framework is to present the Compensation & Benefits profession and its processes. It has multiple uses:

  • to help gain a general understanding of the profession, as well as its technical and practical requirements;
  • to aid in structuring and organizing the department within the company;
  • to define roles and the duties that go with them;
  • to inform the design of training plans (to prepare employees for a Compensation & Benefits role);
  • set selection, performance and professional mobility criteria;
  • aid in the assessment and development of HR staff;
  • assist in improving procedure, policy and practice.

This handbook, focusing on Compensation & Benefits is part of the Magellan Competency Framework series.

 

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Magellan Competency Framework International Mobility

After several years of work and study on the subject, the Magellan Network published the International Mobility Competency Framework.
The aim of this professional guide is to present a snapshot of International Mobility along with some of the fundamentals of the role:

  • professions;
  • internal and external relations;
  • skills (knowledge and practical skills);
  • behavioral skills (savoir-faire and personal qualities).


It has multiple uses:

  • understand the role as a whole, and as part of a company;
  • aid in structuring HR within the company in different roles;
  • define roles and the duties that go with them;
  • set selection, performance and professional mobility criteria;
  • aid in the assessment and development of HR staff;
  • assist in improving procedure, policy and practice.
  • act as a resource for the design of training programs.

The aim of this study is not to describe the ideal profile, but rather to understand each HR role.

We recommend this guide to all international companies who wish to reassess their International HR department.

 

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