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Develop Your People
Through Competency Profiling

The more you develop your people the more you can enhance organizational capability.

The difference between what skills, knowledge and behaviors that employees have now and what they must have is referred to as the competency gap.

Competency profiling also aims at adding value to external customers as the result of improved employee performance resulting in better services or products.

Customers are the life blood of any organization, whether profit-oriented or not.

It is said that competence has four levels, namely:

1. Practical Competence. This is demonstrated by the ability of people to perform a set of given tasks.

2. Foundational Competence. This is the demonstrated understanding by an employee about the tasks and why he or she has to do them.

3. Reflexive Competence. This is the ability of employees to relate actions to understanding that facilitates learning and necessary changes.

4. Applied Competence. This is the demonstrated ability by employees to perform given tasks with understanding and how this understanding makes them more able to improve performance.

Why Profiling is Necessary
Competency profiling is necessary to ensure that your organization is in a better position to achieve its business objectives.

An organization may not know whether it is achieving its objectives. It must formulate clearly-defined standards and the means to attain them. If you do this, your organization's products and services can satisfy the requirements of quality, timeliness and pricing.

The Need to Know Required Skills, Knowledge and Behavior
When your employees know what are required of them in terms of skills, knowledge and behavior, they can take pro-active action to address their competency gaps.

Implementation of Competency Profiling
You have the option to carry out competency profiling as stated below.

Firstly, identify your organization's overall objectives and how processes for product or service delivery are defined.

Secondly, define the quality standards, delivery time-line and cost in respect of each task.

Thirdly, put in writing whether or not employees have achieved the required competence. From this, you can identify the learning objectives in terms of priority.

Lastly, ensure effective implementation throughout your organization. Make good use of your HRIS.


Effective Competency Framework
Effectiveness of the framework is possible when every line manager and each employee use it within the performance management system.

Regular performance reviews and personal development plans help to ensure that the process succeeds.

Training
Once you have carried out the competency profiling, arrange for "competency-based training."

Training plays an important role in addressing the competency gaps of each and every employee whatever level he or she is in.

Whether you are the Human Resource Manager, the Training Manager, a line manager or supervisor, you need to identify the right training. You can do this by conducting a training needs analysis for competencies.

Learning forms an essential part of competency training. When employees respond positively to this form of training approach, they help the organization to become a learning organization.

A learning organization is more often able to respond to changes and new developments that affect the positions of corporate entities.

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