Two HR Processes That Can Lead to A Better Workforce
Any business with multiple employees is propelled forward by the skills, competency, and capabilities of its employees. As such businesses with multiple employees often have an active HR department for the efficient and effective management of people within the company, or organization.
The goal of an HR department is to ensure that employees get their dues for services offered and are ensured a productive work environment, and also to facilitate maximum productivity from employees.
HR departments are responsible for employee training and development, recruitment, rewards management, and performance appraisals. When the bulk of HR duties serve to maximize employee performance; processes such as competency profiling and skill gap analysis can lead to an even more productive workforce. Read further to know more.
What is Competency Profiling and what are its Benefits?
A competency profile sets a definition for behaviors, skills, capabilities, and the knowledge required for an employee to be productive in his or her assigned role in the company.
The competency profiling process accounts for several key considerations. Competency profiling is a multi-layered process that defines the core competencies that every employee must possess to fit into a company. Additionally, it defines the core competencies all employees in the same department are likely to have in common. Furthermore, it defines job-specific competency.
The competency profiling process is an initiative worth replicating in every HR department as it serves as an integral tool for defining the employee skills and behaviors required for organizational success. Competency profiling has other benefits such as:
- Improving Employee Recruitments and Selection Processes
- Enhancing Interview Practices
- Facilitate Employee Development Programs
What is Need-Gap Analysis and what are its Benefits
Also referred to as skill gap analysis, need-gap analysis is an HR technique to measure the gap between skills possessed by employees within a company, and skills required.
Need gap analysis is primarily an HR duty, and the objective is to assess the skills of employees, identify gaps in those skills, and find ways to better employee performance. Need gap analysis reports are used extensively within companies to improve employee performance and to facilitate operational progress.
The Needs-gap analysis process comes with benefits such as:
- Insights into the skills aced by some employees, and the skills lacking in others
- Insights into learning and development required among employees
- Insights into future workforce planning strategies; with improved knowledge of the number of employees and the individual and collective skills needed to perform a particular task
Q: How should a company follow up on skills gap reporting?
A: Companies can benefit by providing employees with skills courses, and by creating learning and development opportunities for employees, to bridge the skills gaps within the organization as suggested by skills gap reports.
Q: How should a company follow up on competency profiling processes?
A: Having developed competency profiles and having gotten key insights into competencies needed to fill roles within the company; HR can use competency profile requirements and definitions to improve hiring and interviewing practices.