A Skill framework is essential as skills and competences are factors throughout the employment life-cycle.
It’s an ever changing world. Skills and competences change for a variety of reasons. Organisations often change direction, review and evaluate their outputs and success criteria. It can sometimes be difficult to maintain a current overview of the changing skills and competences needed in changing roles. A skills framework can help with succession planning and talent management, as well as give a framework for effective reward and performance management within an organisation.
A typical skills framework can include a number of elements although this is subject to customisation across the unique needs of the business. Some of the factors could be:
- Skills needs analysis against organisational performance measures and outcomes)
- Construction of job descriptions against a core flexible set of skills, competences and specialism. (Allowing management control and ownership)
- Development of Person Specifications for effective recruitment.
- A framework setting out levels of skills
- Career pathways and where necessary, Career families
- Simple and effective monitoring of skills to ensure skills are constantly developed
- Effective policies to enable changes of skill sets as business needs change
- Development of a communication structure to ensure that the skills framework enhances an organisations ability to be an employer of choice.
The key to a successful strategy about organisational skills is to provide a recognised skills framework, to recruit the best, drive up performance, be easily monitored and reported on. Additionally it is essential that job descriptions can be changed quickly and easily when business needs change.
People Discovery can help:
- Identify the key core and specialist skills and competences required to make the organisation or team successful
- Help develop a simple integrated framework which can be easily utilised and identified by managers and staff.
- Develop possible career pathways for larger organisations
- Align the framework with suitable and customised workforce, succession and reward planning. Ensuring you are rewarding the performance elements that matter most to your organisation.
For more information about competency frameworks. Click here
