What are competencies?
In various places you see various meanings of competencies. But what is a competency really? A competency is a collection of knowledge, attitudes and skills. They are often divided into hard skills and soft skills. Hard skills are the technical skills that are often related to jobs or roles. Such as math, writing, coding, building websites, welding and so on. Soft skills are about social, personal, emotional and intellectual skills, such as listening, coaching, motivating, selling, negotiating and so on.
How do you move from competency profiles to talent development?
For years, most organizations worked with competency profiles. These describe the competencies an employee must have in order to perform a certain job. This was the basis for the performance interview and the assessment interview . Every function was given a competency profile and once these competency profiles with the corresponding competencies for each function were described, they were often already dated and new competencies were needed. Didn't possess the right competencies? Then you did not qualify for the position. A pity, because people who really had knowledge of ICT, for example, were judged because they did not meet the competency 'communication skills'. More and more organizations are now switching to a new way of assessing. Here talent development is often central, a way to keep innovating in this rapidly changing world.
What is the difference between a competency and talent?
The difference between a competency and talent is that talent is innate and competencies are not. You may have hidden talents and you may choose not to get everything out of your talent that is in it, for example. Competencies are the ability to perform well what is asked of you or what you want to learn. In this you can develop. Thus, it may seem that a competency is a talent, but it certainly need not always have been so.
How can you develop competencies using software?
Het is dus nog altijd belangrijk om competenties te blijven ontwikkelen. Hoe meer die in lijn zijn met jouw talent, hoe meer je je zult onderscheiden in je werk. Dit kan heel gemakkelijk met behulp van online tools! Met een online tool als Treams structuur je het gehele groei- en ontwikkelproces van een medewerker. In Treams kan een medewerker aangeven wat zijn/haar gewenste groeistap is en welke competenties daarvoor nodig zijn om hier te komen. Daarnaast weet je als leidinggevende met één klik op de knop over welke talenten en competenties je team beschikken.
What are examples of competencies?
Er zijn honderden competenties. Treams heeft een eigen competentiehandboek bestaande uit 33 competenties, met ieder 4 competentieniveaus. Klanten kunnen hiervan gebruik maken, of het ter inspiratie hanteren.
With Treams platform you not only make the required competencies per function or role transparent, you also make the competencies of all employees transparent! This way you can let everyone flourish at full strength and find each other on talent!
Finally, to give you an idea of what competencies can be, we give some examples below:
Adaptability
Ambition
Commitment
Reliability
Coaching
Confronting
Creative
Commercial
Goal-oriented
Perseverance
Dare
Energetic
Flexible
Innovative
Inspiring
Customer-oriented
Critical thinking
Loyal
Leading
Listening
Entrepreneurship
Eye for detail
Organizing
Observing
Planning
Presenting
Result-oriented
Collaborating
Quickly shifting gears
Stress-resistant
Task-oriented
Persistent