Defining a Competency Strategy

To define a competency strategy, use the WA_WP_STRAT_DFN.GBL component.

This section provides an overview of competency strategy and discusses how to:

Enter a competency strategy definition and value.
Specify roles for a competency strategy.
Review role tasks for a competency strategy.
Review role competencies for a competency strategy.

Pages Used to Define a Competency Strategy

Page Name	Definition Name	Navigation	Usage
Competency Strategy - Definition	WA_WP_STRATEGY	select Workforce Analytics, then select Workforce Planning, then select Setup and Process, then select Setup Competency Strategy, then select Definition	Identify a competency strategy that is required for your organization to meet strategic objectives, and specify the value of the overall strategy to the organization.
Competency Strategy - Roles	WA_WP_ROLES	Workforce Analytics, Workforce Planning, Setup and Process, Setup Competency Strategy, Roles	Specify the roles that are required to support the competency strategy.
Role Comments page	WA_WP_RL_COMNTS_SP	Click the Comments button on the Competency Strategy - Roles page	Enter comments about a role.
Competency Strategy - Tasks	WA_WP_TASKS	Workforce Analytics, Workforce Planning, Setup and Process, Setup Competency Strategy, Tasks	Review the tasks that are associated with the specified roles, and review the importance of the tasks.
Competency Strategy - Competencies	WA_WP_COMPETENCY	Workforce Analytics, Workforce Planning, Setup and Process, Setup Competency Strategy, Competencies	Review the competencies and accomplishments that are associated with the specified roles, and specify their proficiency, experience level, and importance.

Understanding Competency Strategy

Use the pages in the Competency Strategy component (Definition, Roles, Tasks and Competencies) to define a competency strategy and identify the roles and competencies that are essential to accomplishing your strategic business goals. You can define multiple, effective-dated competency strategies, and specify the required workforce roles for each. For example, you can define your organization's current competency strategy, or one or more potential future strategies based on forecasted changes in your business operations. You are not required to define both current and forecasted strategies. You can define one, or the other, or both depending on your analysis. You also can identify the monetary value of each strategy, role, and competency.

Before you begin, take some time to consider the strategy of your organization and plan your approach. Some specific questions to think about are:

What new products or services does your organization need to provide?
What existing products or services does your organization want to grow, reduce, or eliminate?
What workforce roles does the organization need to meet its strategic plans or goals?

If you want to express the value of your strategy, roles, and competencies in monetary terms, then consider these questions:

How do you want to determine this value, as a flat amount or based on a formula?
What DataMaps and measures contain the value information that you need for setting up your constraint?

Competency Strategy - Definition Page

Use the Competency Strategy - Definition page (WA_WP_STRATEGY) to identify a competency strategy that is required for your organization to meet strategic objectives, and specify the value of the overall strategy to the organization.

Navigation

select Workforce Analytics, then select Workforce Planning, then select Setup and Process, then select Setup Competency Strategy, then select Definition

Image: Competency Strategy - Definition page

This example illustrates the fields and controls on the Competency Strategy - Definition page. You can find definitions for the fields and controls later on this page.

Compile

Click to have the system build, or compile, the underlying SQL.

Competency Strategy Value

Constraint Code, andMeasure

You can define the monetary value of the overall strategy to your organization. You use the Constraint Code field to define the value based on any of the tables and fields in the warehouse. The flat amount can be in any table in the system. For example, the flat amount could be in a sales or revenue table, a budgeted amount in a budget, or a projected figure from business planning.

The constraint identifies the table that stores the value amount. It references a DataMap and TableMap. Prompt values for the Constraint Code field are from the PF_CONSTR_DEFN table.

Note: You set up constraints using the EPM Foundation, Business Metadata, Constraints and Expressions, Constraint page.

Measure

You can define the monetary value of the overall strategy to your organization. You use the Measure field to define the value based on any of the tables and fields in the warehouse. The flat amount can be in any table in the system. For example, the flat amount could be in a sales or revenue table, a budgeted amount in a budget, or a projected figure from business planning.

The measure identifies the particular field, or column, in the TableMap source table that contains the amount value.

Setting Up a Constraint for a Flat Amount

One basic approach to setting up a constraint for a flat amount is to specify the competency strategy value as a flat amount. To aid you, we deliver, as samples, the following system objects and metadata (under SetID of SHARE) for you to use as examples while setting up your system:

WA_WP_VALUE_FLT table, containing the WA_WP_STRAT VALUE field.
TableMap WP_VALUE, pointing to TableMap record WA_WP_VALUE_FLT.
DataMap WP_VALUE, containing DataMap field WA_WP_STRAT_VALUE.
Constraint WP_VALUE, which points to the WP_STRAT_VALUE field in the WP_VALUE DataMap.

Using the WA_WP_VALUE_FLT table, you must enter the value amount in the WP_STRAT_VALUE field using a method such as ETL or SQL Insert.

Understanding Currency Code Defaulting for the Competency Strategy Value

The system retrieves a monetary value using the constraint that you specify on this page, although the page does not display the amount or the currency code. The default currency for the competency strategy value is the one that is specified as the default value for the business unit.

When setting up the constraint to use for the competency strategy value, you must select an amount field (measure). Make sure that it is a base currency amount field in the same currency as the default.

Compiling the Rule

Save

If you are using a constraint to define your strategy value, then the system automatically compiles the SQL for your rule when you save your work. The SQL Object ID Prefix field is then displayed.

If you have entered a strategy value using a constraint, when you save changes to the page, the system updates the Last Update Date/Time andLast Update User ID fields. If you set up a strategy with no value constraint, the system does not update these fields.

Compile Rule

Click to compile the SQL for the rule. The SQL Object ID Prefix field is then displayed.

Competency Strategy - Roles Page

Use the Competency Strategy - Roles page (WA_WP_ROLES) to specify the roles that are required to support the competency strategy.

Navigation

Workforce Analytics, Workforce Planning, Setup and Process, Setup Competency Strategy, Roles

Image: Competency Strategy - Roles page

This example illustrates the fields and controls on the Competency Strategy - Roles page. You can find definitions for the fields and controls later on this page.

Defaults

You can specify the defaults for the following parameters, which the system uses when populating rows in the Roles group box:

Organization

The Organization andGeo/Dept (geography/department) fields work together. First you can select an organization type of eitherDepartment orGeography.

Geo/Dept (geography or department identification)

When you select an organization type of Geography, you are choosing to define the organization for this competency strategy based on geographical region (location). In this case, you can select a Geography ID from the prompt list values, or you can click theSelect from Tree button to select a node from the Geography tree.

When you select an organization type of Department, you are choosing to define the organization based on a department. In this case, you can select a department from the prompt list values, or you can click theSelect from Tree button to select a node from the Organization tree.

The trees that you access using this page are the default trees that you specified on the Workforce Trees setup page.

Headcount

Enter the number of workers that are needed in a role to fit the competency strategy. The system uses the headcount during the Match process to find that number of workers who match the specified role. The system does not distinguish between full-time and part-time workers; a part-time worker who is a role match accounts for a full headcount.

Weight

Assign a relative importance, or weight, for the roles. On the Definition page, you can use a constraint to specify a value for the entire strategy. When you run the Value Allocation process, the system allocates the strategy value to the roles within the strategy, based on the relative weight that you assign here. The weight is specified as a number of points greater than 0.

Roles

Role

Add a row and complete the fields for each role that you want to include in the competency strategy.

To enter a role, select from the prompt list values, which are from the WA_ROLE_VW table. The system displays the associated role type and description.

When you enter a role, the system retrieves the related tasks, competencies, and accomplishments from the setup tables, and populates the fields on the Competency Strategy - Tasks and Competency Strategy - Competencies pages.

Note: If you later change the role in the setup tables (to include additional competencies, for example) this change is not automatically reflected in the Competency Strategy component. You can include the new data in the Competency Strategy component by updating it with a new effective-dated row. Or you can also, in Correction mode, remove the role and add it again.

Seq (sequence)

The sequence number provides a method for you to avoid entering duplicate rows into the system. For example, you could enter two rows of data that appear to be identical, except that the sequence number makes them unique:

The following table displays two rows of data that appear to be identical, but have a unique sequence number.

Role	Sequence	Organization	Geo/Dept
R013	0	Geography	United States (selected from the Geography table).
R013	1	Department	United States (selected from the Organization-Department tree).

The choice is yours as to which values to use as sequence numbers. For example, you might adopt a convention to always use 0 as a default, and then use 1, 2, 3 and so on as differentiators. The numbers have no effect on the actual sequence of Value Allocation or Match engine processing.

Comments

Click to access the Comments page. Use this page to enter additional comments about the role. This might be helpful in cases where you add a new sequence number, and change something small such as one of the proficiencies.

For each Role you add, the system also displays the default values for the Organization,Geo/Dept (geography or department identification),Headcount, andWeight fields You can add or change these values as needed.

Competency Strategy - Tasks Page

Use the Competency Strategy - Tasks page (WA_WP_TASKS) to review the tasks that are associated with the specified roles, and review the importance of the tasks.

Navigation

Workforce Analytics, Workforce Planning, Setup and Process, Setup Competency Strategy, Tasks

Image: Competency Strategy - Tasks setup page

This example illustrates the fields and controls on the Competency Strategy - Tasks setup page. You can find definitions for the fields and controls later on this page.

Role

When you enter a role on the Competency Strategy - Role page, the system retrieves the related tasks from the setup tables and populates the fields on this page. You cannot insert or delete rows. All of the fields on this page are display only.

Competency Strategy - Competencies Page

Use the Competency Strategy - Competencies page (WA_WP_COMPETENCY) to review the competencies and accomplishments that are associated with the specified roles, and specify their proficiency, experience level, and importance.

Navigation

Workforce Analytics, Workforce Planning, Setup and Process, Setup Competency Strategy, Competencies

Image: Competency Strategy - Competencies setup page

This example illustrates the fields and controls on the Competency Strategy - Competencies setup page. You can find definitions for the fields and controls later on this page.

Role

When you enter a role on the Competency Strategy - Role page, the system retrieves the related competencies and accomplishments from the setup tables and populates the fields on this page. You can not insert or delete rows. Most of the fields on this page, with three exceptions, are display-only.

Yrs of Exp (years of experience)

You can edit this field for each competency and accomplishment. The Match process compares these requirements against the workers in the current competency inventory.

Proficiency

You can edit the required Proficiency field for each competency and accomplishment. The Match process compares these requirements against the workers in the current competency inventory.

Importance

You can edit this field for these competencies and accomplishments. The Value Allocation process allocates the role value to these competencies and accomplishments based on the importance that you assign here. The Match process uses importance to calculate the fit score. The valid values for importance are 0 (none),1 (least),2 (low),3 (medium),4 (high),5 (highest) and6 (required). If a competency or accomplishment has an importance of 6, then the worker must have this competency or accomplishment in order to be considered a match in the Match process.