“Competence goes beyond words. It’s the leader’s ability to say it, plan it, and do it in such a way that others know that you know how – and know that they want to follow you.”
John C. Maxwell
Several organisations have seen the relevance of employees having the right competencies per time and how it births and enhances growth and productivity. Competencies speak to both the technical skills of a job and the values/behavioural expectations of the job, sometimes referred to as “Soft skills.” However, this is a bit exaggerated because there is nothing ‘Soft‘ about these skills. After all, a well-defined set of competencies can help an organisation better evaluate and measure employee performance.
Competencies can be improved on and enhanced by training and development and job rotation, which happen from time to time in organisations. These skills are set into a framework that brings together several well-defined job responsibilities. This informs the employee of all that is expected on the job and the different proficiency levels they must possess to perform effectively and achieve performance targets easily.
Why should your organisation develop competencies?
- Teams/departments will perform at their optimum capacity, which will increase efficiency, drive performance, intensify growth and productivity, thereby fulfilling the organisation’s strategic objectives
- Encourages confidence in leadership
- It provides employees with the enablement to monitor their development
- Skills and competency gaps are identified efficiently
- It helps organisations budget right on trainings and developmental activities needed by employees to perform effectively in today’s business world
Employee competencies can be integrated into performance appraisals, hiring practices (recruitment), succession planning, onboarding orientations, and other forms of employee communications.
At pcl., we believe in the importance of developing competencies for each job role, as it gives a clear understanding of what is expected from employees. They can be trained in line with requirements and ultimately perform to their best. Over the past 28 years, pcl. has worked with organisations to build customised competencies for their organisation by offering solutions that assist companies to access, maintain, and monitor their employees’ knowledge, skills, and attributes. Also, with well-defined and relevant competencies developed for an organisation, there is bound to be improved productivity. This assists managers make informed decisions about how they recruit the right talent, navigate their succession planning agenda, improve employee retention, deepen the performance management discussion, and create value for their organisation.
If you would like us to work with you in developing a customised competency dictionary or framework, kindly send an email to firstname.lastname@example.org