AGILE SKILLS DEVELOPMENT
ESI Talent Agality Framework®
The ESI Group collaborates with the Skills Base® Australia to provide the Competency Framework Development® services for large-scale corporates and SMEs. Skills Base is an ideal permanent solution for managing the skills within your organization. The user-friendly interface coupled with powerful insights helps organizations effectively capture skills management data and report on it on a daily basis.
Skills Base compliments your business operations by providing fast and flexible access to accurate data to help inform decision making and business planning processes. Augment your organization’s HR capabilities by leveraging the data and insights that only Skills Base can offer.
AGILE SKILLS DEVELOPMENT
The Skills Base® Competency Framework
The Skills Base Competency Framework is designed for organizations large and small and provides a best practice methodology for measuring and understanding the skills within a workforce, facilitating an effective skills management practice, and ultimately returning benefits to an organization through improved visibility, knowledge and understanding of its ability to deliver successful business outcomes.
What is Skills Management?
Skills Management is the practice of measuring and monitoring the skills of people within a group or organisation for the purpose of developing workforce capability and aligning it with organisational objectives, building and maintaining a high performing and competitive business.
What is Competency?
A Competency is the combined set of abilities, desire and knowledge required to be considered “competent” in performing or executing a particular function. Competencies form the basis for measuring the capabilities of an organization’s workforce.
Skills Management Maturity
Skills Management can be measured on a maturity scale, with less-defined and more or optimized processes. Organizations should assess their maturity level and decide on a target level that is reflective of the organization’s objectives, taking into account time, cost and resource constraints.
What is a Competency Framework?
A Competency Framework is an essential component of Skills Management and provides a methodology for measuring the degree to which a workforce is able to meet the objectives of the organization and drive value to broader organizational activities.
The Skills Base Structured-Subjective® approach to measuring the ability
Ultimately, the best method for measuring ability should achieve a balance by taking advantage of the benefits that a subjective approach offers, whilst introducing objectivity to the process. The Skills Base Structured-Subjective approach achieves this through 7 key components:
- Utilising an organization-authored assessment
- Providing a fixed, structured list of skills with detailed descriptions
- Grouping skills by job function or organizational structure
- Providing a fixed, universal numeric rating scheme
- Specifying the criteria for each rating via a detailed description
- Conducting an employee self-assessment
- Performing an additional, supervisor-conducted assessment
Maximizing Human Capital Potential through a Competency Framework
The Skills Base tools are designed in a very comprehensive way serving any organization looking to launch a competency framework for the 1st time with detailed skill analysis and graphical presentation. The Skills Base helps organisations in managing effectively internal competency, talent acquisition, talent performance management and development.
What We Can Help
Skill Classification: Skills can generally be classified into one of three classifications of Business, Personal, and Interpersonal.
Skill Categories: Skills can be further grouped into categories that logically group the skills. For example, the skills of “Shortlisting” and “Interviewing” could be grouped under the category of “Recruitment”.
Skill Assignment: Skills should be assigned to people based on their job function – being reflective of the skills that the organization requires from the specific job and the objectives of the organization’s Skills Management practice.
Measuring Knowledge: Knowledge is best measured objectively through formal examination by a qualified (and generally independent) body, with the result being an awarded certification or qualification.
Measuring Desire: Desire is a personal attribute closely connected to feelings, emotions and want. As such it is best measured subjectively based on an individual’s personal assessment of their own interest in a given skill.
Measuring Ability: Ability can be measured objectively and/or subjectively. Both are valid approaches and can generally produce similar results; however, they can vary significantly in the amount of effort, time and money involved to implement.
Subjective measures generally include collecting the opinions of employees and supervisors based on their experience and knowledge of each other, themselves, and the work environment. Subjective measures allow for better organizational alignment by allowing organizational context to be factored into the measurement. That is, the ability can be measured factoring the specific organization variables and conditions that apply to everyone equally across the organization.
Measuring ability objectively can be an accurate way to assess a person’s skills because it decreases or eliminates both conscious and unconscious bias and applies a formalised methodology to measurement. However, implementing this process can require significant planning and coordination, and generally requires the organization as a whole to adopt a structured approach to Skills Management.
Competency Framework Overview
A Competency Framework is a foundational component of a broader Skills Management framework. Competencies combine and summarize individual measures of Ability, Desire and Knowledge to drive value to an organization’s business functions. That is, Competencies inform decision making and ensure that an organization has the skills required to achieve successful business outcomes.
Skills and Qualifications are the granular items that an organization tracks and measures in pursuit of a Competency. Skills are grouped into broader Skill Categories to provide higher-level aggregate reporting. Skills are measured via Ability and Desire, and Qualifications are measured via a person’s Knowledge. A collection of measured abilities forms a Capability, and the combined set of Ability, Desire and Knowledge form a Competency that is used to measure the extent to which an organization is able to satisfactorily execute its business functions and ultimately meet its objectives.