What is the integrated competency management model?
Posted: Sat Feb 01, 2025 5:05 am
To advance competency management in your company, you should ask yourself the following questions regarding all departments in your company :
What competencies does your company need in relation to your strategy and your values?
How could you define the required competencies?
Which of these required competencies are already available in your company?
How can you further develop your existing skills?
How do you manage to incorporate other skills into your company so that you can achieve your business goals in the long term?
In addition to the approaches mentioned benin whatsapp data above, you should also be aware of the integrated competency management model. This involves including all areas of a company in competency management. This means that both the strategic, organizational and procedural levels are considered equally. This is important because a so-called silo sometimes forms in the human resources department of companies. This means that individual employees do not know which competencies their colleagues in other departments have. This means that they do not have a precise overview of the overall competencies of a company and which skills the various departments need.
With the integrated competency management model, you therefore develop targeted competency models for personnel development . For example, you should record all social skills, i.e. the soft skills, as well as the technical know-how (the hard skills) of all employees. The current state of the existing competencies in your company can then be derived from the overview of these collected competencies. With the integrated competency management model, the strategic measures (competency management) and the operational implementations (skill management) should mesh with one another.
The most important steps in competency management
The many relevant measures that are part of successful competency management can be divided into four steps or phases, which we would like to introduce to you here:
Step 1: Identification
The first step is the identification phase, which is about what goals your company is pursuing and what expectations you and your employees have for the future.
What competencies does your company need in relation to your strategy and your values?
How could you define the required competencies?
Which of these required competencies are already available in your company?
How can you further develop your existing skills?
How do you manage to incorporate other skills into your company so that you can achieve your business goals in the long term?
In addition to the approaches mentioned benin whatsapp data above, you should also be aware of the integrated competency management model. This involves including all areas of a company in competency management. This means that both the strategic, organizational and procedural levels are considered equally. This is important because a so-called silo sometimes forms in the human resources department of companies. This means that individual employees do not know which competencies their colleagues in other departments have. This means that they do not have a precise overview of the overall competencies of a company and which skills the various departments need.
With the integrated competency management model, you therefore develop targeted competency models for personnel development . For example, you should record all social skills, i.e. the soft skills, as well as the technical know-how (the hard skills) of all employees. The current state of the existing competencies in your company can then be derived from the overview of these collected competencies. With the integrated competency management model, the strategic measures (competency management) and the operational implementations (skill management) should mesh with one another.
The most important steps in competency management
The many relevant measures that are part of successful competency management can be divided into four steps or phases, which we would like to introduce to you here:
Step 1: Identification
The first step is the identification phase, which is about what goals your company is pursuing and what expectations you and your employees have for the future.