Competence Management

Counteracting reduced value creation

Active and strategic competence management is a crucial tool for deploying employees according to their qualifications, promoting them in their careers, and tracking the competence requirements the company needs to achieve the goals it has set itself. The basis for competence management is a competence model used to list or cluster existing and required competencies. A competency model consists of a set of key competencies selected by an organization’s business objectives.

Effective competency management identifies the current state and a forward-looking inventory of the skills of all employees. By defining job roles and their associated competencies, managers can more quickly identify strengths and skills gaps and thus clearly also actively turn the performance screw-on employees. To do this, the company actively counteracts the risk of reduced performance and reduced value creation.

Development of relevant competence profiles

Competency management reflects the corporate strategy. Therefore, the company must have a clear plan of what business goals it is pursuing, how it can achieve these goals, and what competencies it needs.

The competencies of employees must be determined in an independent, comparable, and reproducible manner. Therefore, in addition to developing relevant competency profiles, it is essential to install an independent competency assessment and evaluation of employees and counter the competency gap analysis results with program development.

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