You already acknowledge that having a strategic approach to competence is crucial for your business to be competitive and achieve overall goals in the short and long term. You have also seen the importance of the connection between the competence of the individual employee and business needs.
It is from this perspective that I would like to share five practical tips for working effectively with strategic competency.
5 practical tips
- Make sure to document all relevant expertise per employee. Think in advance what competencies are relevant and important for the organization is, but much is given. It may be formal education, business – and industry specific competencies, training, project experience, certifications, language. The employee or manager can do the documentation of the individual’s competence. They review and discuss to ensure quality and shared understanding.
- The next step is to define competence per role. What should employee be able to perform the job? Assessing, whether employees have the right skills in relation to their role, happens in a dialogue between the manager and the employee – often in an appraisal dialogue. Today’s employees take responsibility for their own development more often than what we have seen earlier.
- If the employee need more knowledge to fulfill the role, there will be a need for a development plan meaning; e-learning courses, on-the-job-training, support from mentors, self-study, internship etc. HR will manage the courses and monitor who has signed up and who has completed. Completed courses are automatically added to the employee’s competence profile. Expiry of certifications is notified by e-mail on a given number of days before expiration.
- HR runs aggregated reports. It may be overviews of competency, comparisons or an overview of the total competency and skill inventory.
- The development plan is continuously followed-up by the individual and manager during the year in the status meetings, mid-year review and the annual appraisal dialogue.
Invested effort around competence in the organization must have a systematic approach and digital support. Without it, you will not succeed. The alternative, which is manual work, is huge unless the business is very small. A systematic approach and digital tools are key ingredients to achieve results.
– We now have a more efficient tendering process as it is easy to find the right skills to projects. The way to go was clearly via digital means.
Hilde Sofie Heum, HR-advisor in Reinertsen AS