Previous  Next          Contents  Index  Navigation  Glossary  Library

Why Define Competence Requirements?

You can define your enterprise's competence requirements at the following levels:

You define your core and job and position competence requirements to enable you to compare what competencies the people within your enterprise possess, with those that are required. You need to do this as comparison is the main driver for most HR activities, whether deployment, reward, incentives, succession planning, and so on.

By having a profile of competence requirements, you can devise an appropriate assessment procedure, and assess individuals against the competencies for selection, qualification or training and development purposes.

By having a template of required competencies, you are able to match and assess people against these requirements. As the required competencies are only the default, you use these as a starting point in the search, and can change them to widen or narrow down the search.

Retrieving Relevant Competencies

If you group all competencies required at business group or organization level, then each time you select a specific organization or job, the relevant competencies automatically display, saving you from having to select them each time.

You can hold competencies at position level, within the context of an organization and job. Then, when you later select a position, the relevant competencies for the organization, job and position are inherited and displayed. Alternatively, you can hold competencies at position level only, not within the context of an organization or job.

This is one of the important implementation decisions - whether to hold competencies at organization or job level, or to repeat them at position level.

If you need more information about identifying competence requirements, see Competence Types and Groupings.

See Also

Can You Copy Competencies?

         Previous  Next          Contents  Index  Navigation  Glossary  Library