Competency and Skills Library
Competencies and skills are the basic building blocks of human
resource management.
Companies recruit, align, train, plan, assess, promote, and pay
for competencies and skills. If your company hasn't identified its
critical competencies and skills, none of its HR programs will be
effective, and it can't effectively manage employee development,
performance or results!
focus includes a library of more than 500 capabilities found
in high performing companies:
- Core Competencies
Such as Teamwork, Customer focus, etc. that elevate good
performers to outstanding performers.
- Cross-Functional Skills
That are important for many jobs, organised into categories
such as basic, thinking, planning, project implementation,
and computer user skills.
- Functional Skills
That are important for specific jobs. All departments (operations
or support) may identify the skills that are critical for
their function.
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Competency & Skill Library Features & Benefits
- Comprehensive Library
No need to reinvent the wheel -Allows a quick start.
- Completely customisable
Create new skill groups, skills, and sub-skills as needed.
- Create Common or Unique Performance Levels
Define different levels of competence (for example, from
beginner to expert) for each competency, or use one scale
for all.
- Input Performance Targets
Identify performance expectations for each competency/skill
group for entry level up to senior management.
- Define Behavioural Indicators
If desired, enter behavioural examples/targets for competencies
and skills.
- Continually Enhanced and Grows in Value
The library is easily enhanced as a by-product of job profiling,
performance planning, and employee development.
- Fully Integrated with Other focus Functions
Your competency/skill library is used in every other function
of focus, it ties them all together, and allows consistency
throughout all of your performance management and development
programs.
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Typical Steps to Implement
- Review provided library; eliminate competencies and skills
that are irrelevant to your company.
- Select core competencies based on company strategy and
values.
- Departments review list of competencies and skills for
their function and add additional competencies and skills
as they are needed.
- Library grows naturally as new skill needs are identified
while building job profiles, performance, development, or
succession plans.
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