Both employee and manager usually have a clear idea of the competencies that are required to do the job and the competencies that the employee possesses. Relevant competencies for current tasks and goals are jointly agreed, assessed and developed in a strategically accurate manner. Ideally, the employee should take the lead with regard to defining required competencies and their professional development goals, as this facilitates trust and a sense of responsibility.
In modern competence management, it’s no longer simply a question of training in management or in a specialist area, it’s becoming more and more about collaboration among colleagues with specialist expertise. Our software offers your employees the opportunity of publishing knowledge and experience and to present these. This makes employee skills transparent and fosters specialist collaboration in the organization. Knowledge and competencies held within the company can be leveraged for new projects before people start looking outside for the skill sets they need.
Ensure your personnel development is systematic by creating job requirement profiles with universal core competencies that can be adjusted as necessary. Job families can be created for profiles that require the same competencies, making it easier to compare and to derive effective personnel development programs. In some areas, this provides the necessary degree of standardization for appraisals and development-oriented reviews.
Every member of the company can publish their capabilities and skills in the network. Even knowledge and experience that are not directly relevant for the job on offer can be shown here. HR, managers and colleagues have the opportunity to access this information and to deploy skills effectively.
„The software can be tailored perfectly to the individual requirements and thus offers the highest possible degree of efficiency and flexibility.“
„We significantly reduced our time-to-hire, i.e. the time from advertising the job to actually hiring the selected candidate, from 121 to 17, on average, between March and October 2011.“
„We think the uncomplicated integration of managers, which is particularly important in decentralized company structures, is great. Simple, efficient and great value for money.“