Defining your core (or management or leadership) competencies might be the first stage in developing a competence approach. These core competencies are identified as being required by every person to enable your enterprise to meet its goals. In our example, the core competencies required to meet the goal greater penetration in the applications market, might include strategic thinking, quality orientation and customer awareness. With Oracle Human Resources flexibility, you can define these core competencies at the business group or organization level.
Once you have identified your enterprise's core competencies, you might want to define individual job and position competencies later, for example, C++ programming, SQL*Plus, and such. You can then copy the core competencies (with or without proficiency levels) to your organizations, jobs and positions. You can also copy required competencies to and from organizations, jobs and positions, saving you from having to enter them yourself!
The competence requirements held at business group, organization, job and position level are dated. With all this information at your fingertips, you can set them up for future requirements to perform analysis or resource projections for your enterprise. You can also project the impact of changes, such as reorganisation and restructuring, and change them over time.