Skills frameworks are essential tools
It’s an ever-changing world. Skills and competencies 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 competencies needed in changing roles. Developing skills frameworks can help with succession planning and talent management, as well as give a framework for effective reward and performance management within an organisation.
Typically skills frameworks can include a number of elements although this is subject to customization across the unique needs of the business. Some of the factors could be:
- Skill needs analysis against organisational performance measures and outcomes)
- Construction of job descriptions against a core flexible set of skills, competencies and specialism. (Allowing management control and ownership)
- Development of Person Specifications for effective recruitment.
- A document 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 in skill sets as business needs a change
- Development of a communication structure to ensure that the skills framework enhances organisations ability to be an employer of choice.
The key to a successful strategy about organisational skills is to provide recognised skills frameworks, 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.
Some of the key steps in developing skills frameworks are:
- Identify the key core and specialist skills and competencies 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.
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