Up and down the country, companies are rumbling. There are already too few skilled workers and in the coming years masses of baby boomers will leave the labour market. The large vacancies that will arise here cannot be covered by the next generation by a long shot. In parallel, current topics such as digitalisation, sustainability or supply chains demand fundamental transformation processes from companies. New structures and competences are needed for all these challenges. This presents HR managers with the task of mastering the balancing act between the changed labour market and the changed corporate world. To do this, they need a systematic and structured approach to competences. Thus, competence management is increasingly moving into the focus of many companies. Never before has it been more urgent to know the competencies of employees and to develop personnel in a targeted manner in order to secure the company’s ability to act and innovate.

A company’s chances of success grow with its competencies

Competencies are a critical resource for the success of an organisation and are becoming increasingly valuable. Only those who have competent employees can change the company and further develop its business model adapted to the needs of the market and lead it successfully into the future. Competence management therefore plays a key role in successful corporate development and is relevant in many areas – such as corporate strategy, recruiting, training, succession management, personnel development or career paths. Competence management focuses on the further development of the company’s own workforce, which will often be more promising than recruiting due to the worsening shortage of skilled workers. This is why it is essential for management to continuously develop the competencies of individuals and teams in line with the needs of the company’s goals.

Competence management – what does that mean exactly?

Competence develops over a longer period of time and builds on various abilities, skills and knowledge. A person’s professional competence is demonstrated by how successfully he or she copes with professional demands. This presupposes that the person is able to apply his or her knowledge and acquired cognitive abilities and skills to the work process in a proper and responsible manner – and is also motivated to do so.

Corporate competence management describes the systematic use of a competence model to build up, maintain and develop necessary competences in a structured way within the company. The competence model shows which competences an employee must have in order to be successful and creates transparency about competence requirements through systematic planning, implementation and control. Competence management aims to ensure that employees continuously acquire new knowledge, link old knowledge with new knowledge and then integrate it into work processes and new contexts of action. In the company, the continuous development of competencies leads to a better quality of products and services and thus secures the future and competitiveness of the organisation.

Goodbye watering can: focus on particularly needed competence requirements

In the past, classic competence models were often developed in companies over months or years with great effort and without digital support. Modern agile competency models, on the other hand, are specifically geared to the individual needs of the company and the employees and the professional challenges. They can be integrated into new or existing HR systems of the company and are predestined for medium-sized companies. The goal of an agile concept is to get up and running quickly and to quickly record the first measurable successes.

A competence model can first be designed in pilot areas and from there be further developed and extended to other areas in the company. It is defined which competences an employee needs per role and position and the need is recorded in a competence model. With the agile model, the company can sustainably ensure the required competences in a very targeted manner without great organisational effort and at the same time increase the motivation of the employees through transparency and take them along in the company’s development. THE MAK`ED TEAM can look back on a lot of national and international experience in corporate development and has already developed and introduced numerous competence management systems in various sectors.


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