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Competency Management

Challenges and Benefits of Competency Management

Competency Management is the vibration of Performance Improvement—at the individual and organisational levels:

Competencies are the substratum and beginning of high-performance Talent Management.

Challenges of Competency Management—-

Many present-day businesses can be distinguished as distributed, matrix, and global, with functions that often operate independently in the absence of administration. These factors make efficient and effective identification and implementation of competencies difficult.

Interviews and focus groups with executives and HR leaders explain the following competency challenges present in many businesses—

  • Competency management serves as an HR Analytic Action—Many organisations recognised better leader and employee performance as important to the business. The most important call to action to improve performance, the hiring team said, “Tell employees what is expected from them to be efficient.” Performance excellence means clear communication of the competencies for which a candidate is accountable. Unless Competency Management is valued as the business imperative, it’s, performance will continue to decline.
  • Recognising Analytical Competencies is difficult—Without an assessment strategy and the potential to judge the skills needed by the establishment moving forward, businesses are left clueless as to what skills exist and which ones are required. A majority of organisations say that the definition of essential competencies by talent and job role is critical to the organisation. 
  • Financing in competency management is not prioritised-–It is difficult to find a single people strategy that does not incorporate competency strategy. Still, when asked about financial investment, competency management has been on the decline and well behind many other talent processes. 
  • Competencies are not Automated [they are Paper-based]

In the absence of an automated competency model, leadership is challenged to accurately assess employee performance and concentrate on developing strengths and closing the skill gaps. Automating Talent Management provides a measure to establish a standard approach over the venture and provide for integration of competencies among all the talent processes.

Benefits of Competencies—-

Automated and effective competency management creates a real-time and predictive Skills Inventory of the people force. By characterising and automating tasks and associated competency proficiency, leadership can quickly identify strengths and skill gaps. Competency management then notifies targeted skills development–learning solutions improving individual and organisational performance, leading to better business results.

High-performance organisations describe the following benefits of Effective and Automated Competency Management:

  • Enhanced understanding of anticipated performances–Of course, the quickest path to improving performance starts by knowing the target performance. Organisations that take time to define the shortlist of competencies and expected proficiency level for skill matrix by job-specific role– required for the achievement of business goals have taken a step towards giving employees and leaders the best shot at–performance excellence.
  • Efficient talent arrangement–Competency evaluation results inform leadership about the current and future talent capabilities. To be evaluated as competent, the employee must show the ability and experience to perform a job-specific task. Data and Analytics about the employee’s skills and knowledge are essential for performance risk mitigation that leadership would otherwise be blind to.
  • Optimised development strategy–High-performance organisations realise that organisational success depends on how capable their people are. They also recognise that conventional training does not necessarily furnish employees with the appropriate skills to thrive in employment. Here is where competency management and competency-based development comes into action. Competency-based development is designed around the competency standards that have been identified for a specific task in an establishment.
  • Enhanced Talent Profiling– Automated Competency Management enables on-demand information about employees’ and leaders’ competency mastery with preparedness to move into next-level or other critical roles. In this fashion, organisations are better prepared with development planning and, as a result, yield healthier talent pipelines regardless of the business cycle or economic conditions.
  • Better operational productivity–Competency management automation facilitates–business-driven learning and development, highlight strengths to be further created, perform Skill Gaps Analysis and generate elevated levels of employee and leader satisfaction with their overall experience with the organisation.
  • Integrated talent processes–Serving as the standard for expected performance by job title and competency management—becomes the standard by which the highest-performing organisations talk about and manage all phases of the employee lifecycle: starting from talent acquisition–to development–to the retention and finally rewards.

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