Competencies can be used to effectively manage the complete skills sets, requirements, and development paths of employees. In the following example, Joe Bloggs has 5 competencies representing over 20 linked training courses, assessments, and qualifications.
His competencies have been set up to take account of the following:
Competence to denote entire job role – This competence could have many elements linked to it defining the job role itself. It could wrap up all the various parts and skills of the role including continual assessments, etc.
Competence to denote Health and Safety – This competence specifically covers the mandatory safety requirements of the job role. Separating it in this way is useful for reporting and tracking; new safety training courses (or even toolbox talks defined as a course) could just be added to the competence as a new element.
Competence to denote Specific Skills – Coins ERP+ can work effectively by simply being interrogated for training course types an individual has sat. However, it may be useful to modulise skill sets into sub competencies (from the main job role competency). This is useful when you have an agile multi-skilled workforce that may not always be defined by a clear job role. Specific skill sets can easily work alongside overall job role competencies since the same elements can be used for other competencies. For example, a competence may exist for Driver, which is linked to a Driver training course. Another competency could also exist for Advanced Driver, which also links to the same Driver training course but also adds an assessment called Advanced Driver Assessment.
Competence to denote Experience – Mentoring or experience can be defined as assessments that are then linked to competencies. Competencies can then be applied as part of a development path for the employee.
There is no limit to how many competencies can be applied to a Job Title or an individual.
