Competency modelling enables an organisation to identify the skills, knowledge and behaviours required to deliver on its long-term strategic goals. And a smart company would know it must make the effort to do its inventory control – i.e. establish its present competencies and capabilities, and linking that back to what is needed in the medium and long term. The reason is simple, how do we get from Point A to Point B if we do not first determine where Point A is.
To drive overall organisational performance and align strategic and tactical planning, the competency frameworks need to be integrated across the HR life cycle, from Recruitment, Performance Management, Strategic Workforce Planning, Learning & Development, to Succession Planning and lastly, Compensation & Benefits.
Integrating competencies across HR processes and interventions reduces recruitment risk (because you know exactly what you are hiring for, and it’s for both today and tomorrow); improves identification and engagement of top talent (because the people know what they are working towards), and enhances return on investment in training and development (because both you and your people know exactly what are the gaps that need to be addressed).
With competency frameworks and a competency management system in place, organisations are able to match the right people more accurately to the right jobs and thereby increase the agility of the business to compete.
This is particularly critical in an increasingly challenging global environment where finite resources need to be strategically utilized, and the rate of change and competition is relentless. What this means is the margin for error is no longer what it used to be, and catching up could mean permanent exit from a once lucrative market, as inconceivable as it may sound.
Fortunately and unfortunately, disruption is here to stay, and technology is one of the few key enablers that levels the playing field. Our tools include the use of an automated Competency Management and Modeling system that will not only accelerate this process, but will enable you to obtain objective and validated data to make optimum workforce and business decisions.
The good news is that it is not too late to start learning how to develop and execute longer-term thinking and planning of your organisation’s people strategy. Speak to us to explore how our human resource consultants can help you on this journey.