What is a competency profile?
A competency profile describes what competencies (knowledge, ability, qualities and skills) an employee needs to perform a particular job well. Competency profiles often go hand in hand with job descriptions. A job description lists the duties and responsibilities of a particular position. Competency profiles are important in many organizations when recruiting new employees. In addition, competency profiles are used to set goals and as discussion material during performance appraisals and reviews.
How do you create a competency profile?
When creating a competency profile, it is important not to create the profile of the person currently filling that position. Start by determining the competencies needed. Having done this? then it is important to focus on the behavioral indicators. So what behavioral indicators go with the chosen competencies? Finally, look at the competencies for the future. Look not only at what is important in this job today, but also in the future. After all, jobs change over the years.
From competency profiles to talent development
Fortunately, more and more organizations are moving from competency profiles to talent development . For years, many organizations had a focus on training skills. Every employee was given a competency profile and it took weeks to months for all these competency profiles to be described. But by the time they were actually finished, too much had changed and the competency profiles were no longer current. Didn't you have all these competencies at your disposal? Then you didn't qualify for that position. More and more organizations are moving away from this method and giving way to talent development. Talent development is a way to keep innovating in this rapidly changing world, giving you more satisfied employees and higher returns.
Developing competencies using software
Using an online tool like Treams , you can target people's attitudes and behaviors. Competencies comprise knowledge, experience and skills of an employee that are translated in our platform into concrete behavior and actions. This allows you to make visible what is expected of each other and what you need to do to further develop a certain competence. In the performance management tool of Treams you can record this process. Here we start from three building blocks:
Competency; unambiguous and distinctive name for the skill the employee must master. Description: clear explanation of the content of the competency; how do we explain the competency Levels; the behaviors, skills and attitude that represent what the employee must meet (what behaviors are expected?) in order to show that he/she has the competency. The competency can be divided into different levels to show the growth in the competency.
In addition, we use a standard competency set that users can use for free. Of course, you can modify it and you can also add your own competencies. Because the competencies are included in each employee's goal plan, it becomes part of the growth and development process.