You can use EVO.K.E competency lexicon to create a competency profile for one or more positions in your organization. A competency profile is a set of competencies that have been identified as essential for a position.
This profile will provide a basis for various human resources activities. This is what we call the competency-based approach, as illustrated in the following diagram:
EVO.K.E will help you create competency profiles and integrate them into your recruitment, development, and competency assessment processes. Competency profiles can also be useful in many areas of human resources management.
Recruitment is more effective when the competencies for a given position have already been defined, as you’ll know what to look for when assessing potential candidates.
COMPETENCY ASSESSMENT AND DEVELOPMENT
It is an approach to measure an employee’s performance based on the essential competencies for the position. This is an opportunity to provide feedback to the employee in terms of what is appreciated and what should be improved. Following the assessment, employees may have to develop certain competencies identified in the profile.
A competency-based compensation system focuses on establishing employee compensation in line with the specialization level of their competencies, knowledge, or abilities. In fact, with an approach based on competencies, employee compensation will be decided based on what they can do.
A compensation system based on competencies will enable you to improve productivity, reduce waiting time and labour costs, maximize quality, and provide job progression for jobs that are generally more repetitive.
Combined with an appropriate assessment of job competencies, a compensation system enables you to identify objectives and clearly communicate them to your employees, and, above all, learn how to meet those objectives. This gives you a more flexible, versatile work organization model, and helps you identify the core competencies of your competitive advantage: your employees.
The competency profile can also come in handy for workforce planning. This process involves determining the extent of the gap—short, medium, or long—between your organization’s needs and the resources (workforce) available, so you can define your future quantitative (e.g., number of employees) and qualitative (e.g., competencies) needs. Once you’ve drawn up competency profiles for every position, you’ll know what competencies your organization needs to ensure success, and you’ll be ready to take whatever steps may be required to fill that gap.
CAREER MANAGEMENT AND SUCCESSION PLANNING
You can use your competency profiles for succession planning within your organization, making it easier to identify the employees who could fill a key vacancy when needed. These individuals could be selected based on their current competencies and potential to develop in line with the competency profile of the key position.