This article describes Competency Management in a practical way. After reading you will understand the definition and basics of this powerful Human Resources concept.
What is competency management?
Without employees, organisations are unable to function. It is important to have well-trained and motivated employees who are fully committed to performing their tasks.
For every position, employees require specific competencies; qualities they need in order to perform their work well. In most cases, they are already in possession of these qualities.
At the same time, there are also many possibilities for developing various competencies. This is exactly what competency management is all about. When developing their competencies further, employees will be able to perform their tasks even better.
This will ultimately benefit the company. Many companies engage in competency management because it allows them to align business objectives with the knowledge, skills, and professional attitude of their employees. If it is clear what competencies are required, companies may adjust their recruitment policy accordingly.
Competency management ensures that there are common values within an organisation. As soon as employees know what expectations they have to meet, this will affect their performances.
In addition, competencies may be readdressed during performance appraisal and career interviews etc. By pointing out employee qualities in concrete terms, they will understand exactly how to improve themselves.
Competency management is all about building and exploiting employee competencies. However, this must always be in line with the strategy and objectives of the organisation, allowing both the organisation and employees to develop together.
An organisation can only flourish once it is clear which competencies employees must possess. Only then can this be taken into account in the recruitment policy and can employees with the right competencies be selected.
In job interviews, the focus will be on knowledge, skills, and characteristics of the candidate. What does he know? What training has he followed? How is he able to apply his knowledge? How competent is he? What experience does he have? What about his solution-oriented skills?
Finally, one must also evaluate the candidate's general attitude; what is his character and will he fit with the team? Once organisations have defined such core competencies, it becomes easier to integr...
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