Purpose of the Competency Management System.
1. What is a competency? Simply put, a competency is the job-related knowledge, skills, abilities, and personal attributes that a person exercises while performing the business of any given position. The Competency Management System is an organized and structured group of related processes that include the establishment and modification of competencies, the assignment of competencies to positions, the recording of competencies earned by employees, the collection and organization of competency data and information, including its display, data compilation, and use of the competency information in hr management decisions. The formal definition of a competency is:
A collection of tasks with the associated skills, knowledge, abilities, and wherewithal (tools, methods, information, doctrine, procedures, materials, etc.) needed to perform the tasks to a predetermined, measurable, performance standard. The tasks are usually related as parts of a larger process in support of or contributing to the goals of the organization, unit, or work group.
2. The Competency Management System serves a variety of purposes:
a)The Competency Management System supports the management activities that require accurate information on position requirements and workforce capabilities. People Management activities exist to meet the needs of the Service through its people, thereby increasing Service readiness and effectiveness.
b)The Competency Management System links and aligns interdependent human resource system components with the company's strategic direction and mission requirements.
c)The Competency Management System promotes active comparison between the competencies required by positions (demand) and the competencies held by workforces (supply). Information from this comparison helps make hr management decisions to reduce gaps between the requirements and the capabilities across the enterprise and over time.
d)The full benefit of the Competency Management System will be realized when competencies are aligned with organizational requirements, captured for mission needs (demand) and every employee's competencies are recorded and maintained. Companies can then identify gaps and overlaps by tracking the rate at which competencies are acquired (through accessions, individual development, assignments, evaluations and promotions) and the rate at which competencies are lost (through attrition and separations).
Originally posted in the Attract section by edwardsdna a week ago
Consider adding hover text to each of the buttons that display on the ribbonÂ when selecting the Personalize Form option. Â It will help user's understand the button purpose.
When selecting a drop down "dialog", it would be good to have the ability to add a new value to the list rather than requiring a selection from the existing values. This should be controlled by the user's privileges (user role).