Understanding The Business Cycle
The HR activities that use the competence approach within an enterprise can be depicted as a cycle such as the one shown in Figure 1 - 23. The main stages in the cycle are as follows:
1. Define business goals.
2. Define competencies needed to meet those goals.
3. Decide where you want to hold competencies in the enterprise structure (organization, job or position).
4. Assess person's current level of competencies (perform multiple proficiency assessments) and update competence profile.
5. Perform skills gap analysis against current or future org, job or position requirements for:
6. Propose action to close skills gap (training, qualifications, licenses, awards) - see which training delivers competencies.
7. Agree actions with employee (during appraisal):
- sets expectations about proficiency levels and behavior
- confirms steps to close skills gap - training, qualifications, licenses, awards
8. Evaluate - review appraisal.
Sets performance - whether has met expected standard, goals, and objectives - overall performance.
9. Plan Careers and Succession.
Prepare employees for next position within a career plan.
