Bookshelf v7.5: Using Competencies to Measure Skills and Achievements

Siebel Employee Relationship Management Administration Guide > Setting Up Competency Management >

Using Competencies to Measure Skills and Achievements

Your Siebel application saves employee information within groups of records. Combined, these records make up an employee profile. An employee profile includes information that identifies an employee, such as name, address, manager, and phone number. Also included in an employee profile are sets of skills and abilities that are associated with an employee. These sets of abilities, called competencies, are determined by tests or ratings and the stored in your Siebel application. The following competencies are used within CMS to help measure the abilities and achievements of employees:

Skills. Skills are attributes that are measurable using proficiency levels. Skills may include language proficiency, a business proficiency such as project management, and technical proficiency such as programming knowledge.

Credentials. Credentials can include qualifications, honors, rewards, and past education.

Experience. Experience can include past work, industry and project experience.

Other relevant competencies. Other competencies can include personal traits such as leadership, business acumen, decision-making experience, personal traits, communication skills, and so on.

These competencies are used across various modules within a Siebel application:

Training and Development. Skills and competencies are associated with courses and classes offered through your Siebel eTraining application. When employees successfully complete a course, their profiles are automatically updated with the skills associated with the course.

Career Management. The Career Management feature allows employees to view their job profiles, browse potential career paths and define their next career step. The skills associated with an employee's profile are compared to the skills associated with jobs in the employee's career path. The Competency Management feature calculates the skills gaps that exist between an employee and other job profiles. The skill gap analysis indicates skill deficiencies and provides employees with indications of which skills they need to acquire.

Team Competency Planning. The Siebel Competency Management feature provides managers with the ability to manage competencies and skills within their groups. Managers can analyze their team's current skill-set, the required skill-set based on the employee's job profile, and can view individual competency profiles of team members. The skill gap analysis of a team's current strengths and weaknesses allows managers to provide training suggestions or define future hiring requirements. Managers can set competency objectives and monitor employee progression towards these goals.

Organizational Planning / Strategic Headcount Management. Managers can review the level of competency in their organization and identify strengths and areas of vulnerability using the skills gap analysis provided by the Competency Management feature.

Performance Management. Competencies can be included in the formal performance management process. Employees can include specific competencies in their performance setting process and managers can review and access these ratings as part of the overall assessment process.

Compensation and Rewards. Competencies can be associated with employee performance. Managers can review and evaluate employee performance periodically and annually. Based on the evaluation, an employee can be recommended for specific compensation and rewards.

You can use the Competency Management feature to set up and manage competencies, and to build multilevel hierarchies of categories and skills relevant to your organization's industry. You build a hierarchy by associating skills with categories through parent-child relationships. Defining skills involves setting up the necessary categories.

As illustrated in Figure 12, the Competency Administration screen provides a Skills Hierarchy on the left, which is represented by a folder. Expanded below the folder are several skills categories, which are represented by file icons. The skills categories include other categories and skills. The right section of the screen includes the Category/Skill list, which shows records based on the selection in the Skills Hierarchy. Below the Category/Skill list is the Child Items list, which includes the records associated with the child records.

Figure 12. Competency Management Hierarchy

Using the Competency Administration screen, you can perform the following procedures:

Review existing skills and categories

Create and edit skills categories

Create, edit, and copy unique skills

Assign skills to categories

Assign rating types to skills

Deactivate and activate skills

Provide a default skills set library