Contact Us: 01908 265111
12th October 2021
Users are able to define a competency framework based on the specific needs of their organisation within their People Inc. HR system. This can be used to build job profiles and run staff assessments, to establish details of the skills-gap and plan employee development activities. Competencies can also be used for talent acquisition and succession planning.
If you would like to understand more about how competencies can be managed within the People inc. system, please contact us and we will ask one of our team to call you.
Competencies can be used in many different areas of personnel management to help provide focus and to improve effectiveness. Examples of this include staff assessments, remuneration reviews, recruitment and selection activities, succession planning, staff development and career planning.
Using HR Software to manage a framework of competencies designed specifically with the organisation's goals in mind is likely to improve the effectiveness of these activities significantly. It helps ensure that the focus is on the skills, knowledge, and experience needed for each role within the organisation (and on the goals the organisation has set).
The demands placed on teams and on individuals are constantly evolving. Products and services need to meet the ever-changing needs of customers, processes are updated, new equipment is used, legislation changes. To keep up with the changes, staff need new skills and qualifications, they need training and they need to gain experience in new areas, and sometimes employees with a completely new skill set are required.
A competency framework is the cornerstone of any competency management programme. This framework is made up of both core competency definitions, and competency definitions aligned with the organisation’s aims and goals.
Individual competency definitions include a number of clearly-defined levels that are used during the staff assessment process. Job profiles are built using these definitions, specifying the attributes (and the levels) required for each role. Staff can then be assessed using the profile of competencies defined for their current job (and future roles they are interested in). This information can be used to feed employee development and career planning activities.
There are a variety of different ways that competencies can be used to help develop your workforce.
Click on the blue 'Learn More' button to view more information about how People Inc. can help your organisation with competency management. Alternatively join one of our competency management webinars (see below). If you would like to discuss competency management in more detail with us, please call the People Inc. team on 01908 265111.
If you would like to learn more about managing competencies using People Inc, please join one of our free webinars:
Use the blue 'Webinar' button to book a place.
Click here to join a webinar.
Competency management features are available as People Inc. Features Browser updates. These were included in the People Inc. version 4 upgrade. The standard features include screens to define a competency framework, and screens to build job profiles and employee profiles. Additional screens are available to manage employee assessments and to manage strategic competency definitions. Please call our help desk to discuss adding this functionality to your copy of People Inc.
If you have not found the information you are looking for (information about managing competencies or a related topic), please contact us on 01908 265111, or click the button below to request a call-back.
People Inc. provides a variety of tools to help build a workforce to meet the challenges your organisation faces. Some examples are provided below:
The People Inc. training matrix plug-in provides an overview of employee training.
Record and manage employee performance appraisals for your organisation. Click to view.
Organisation Charts are used to represent and communicate a company’s structure visually.
The following links provide additional information about Competency Management. The links are to pages on websites over which we have no control. This information is provided for reference only.
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