5 Reasons Why You Need a Flexible Competency Management System

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Not all competency frameworks are the same. Every company has different requirements, plans, and goals for their organization and so they should! So why would you use a system that is static and doesn’t move to fit those needs?

We have outlined 5 reasons why you should invest in a flexible competency management system rather than a cookie-cutter solution.

  1. Some competencies are process-driven tasks while others are behavioral driven. Not all competencies are measured by completing an assignment or task. Some are measured behaviors and results from that behavior. Because they are different, they require different actions to be taken against them, such as conversations and learning classes. In a static system, you are not able to configure those actions.
  2. If you focus on one set of these competencies, you will fall behind in the other. Both sets of competencies are important in having a well-rounded staff. While some employee’s jobs may be focused on one set of competencies over the other, they still need to work on the other. Having an unbalanced workforce can lead to many problems such as retention, succession, and engagement.
  3. Not all competencies are the same. Not every competency should be defined with the same expectations or criteria. Think back to the process-driven task verses the behavioral competencies. You measure process-driven competencies by demonstrating tasks and checking off checkboxes. But, for a behavioral competency, such as leadership, you would not have the same for requirements. They are more subjective and take a bit more evaluation.
  4. How do you determine who gets assigned what competencies? In most systems, job code decides everything when it comes to the assignment of competencies. But that is not always accurate. Even though two people have the same job code, this doesn’t mean that they have the same competencies. Location plays a big part. A drill worker out on a subsea rig won’t have the same competencies as a drilling worker out in west Texas. In this case, you would need to manually assign competencies. You could not do this in a static system.
  5. How do you define assessor and assessed assignments? In most systems, your direct supervisor is your assessor for all competencies. It is an automatic assignment. But, what if your supervisor is only qualified to assess you on ¾ of your competencies? Maybe you had competencies that were manually applied to you that your supervisor has no jurisdiction over. In this case, you would need an outside source assigned to you to make sure that you are up to par on all competencies. By having only one assessor, you limit yourself to grow your skills.

As you can see, a competency management process can be complicated and ever-changing. You need a system that can change with you and handle all requirements, no matter what they are. A static system could never do that.

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