Business Strategy Competency Planning Matrix
Anjali Parmar
Vice President , People and Culture APCJ l People Strategy l People Transformation l Operational Excellence l Organization Design l Inclusion l Scalable Growth
The functioning of an HR department is both reactive and proactive in nature. In that, we must consciously respond and adjust to emerging trends and apply strategies to shape the future for the better.
In this regard, let us consider some emerging HR trends for the year 2023. Gartner has extensively researched this topic and developed the following nine themes.
Source: 9 Future of Work Trends For 2023
Still reeling from the impact of the pandemic, individuals have reported higher rates of burnout, a higher need to save costs, and HR has to deal with a competitive talent force. To counter practices like quiet quitting and aiding managers to deal with the pressure, HR will predictably play a crucial role. It is imperative to understand the skills and competency gap and help your organization grow from within. In this article, I explore how Business Strategy Competency Matrix can function as a critical strategic tool.?
What is the Business Strategy Competency Planning Matrix?
The competency Planning Matrix is an HR tool that aids in planning and projecting headcount by forecasting competency needs and determining key skill gaps.
The human resource management and project management team use this matrix to analyze the present skill and the ones the employees must learn. The competency matrix keeps track of the employee's skills, knowledge, qualifications, and desire. If used, without intimidation, it improves the efficiency of employees. Once established in an organization, employees are categorized depending on their competencies. Employees with low competency are identified, and it becomes easy to implement measures to help them. In project management, the competency matrix helps group semi-skilled employees with competent employees to imitate them, thus improving their efficiency and easy transition of power.
The resulting table allows us to choose the best options between
Components of Competence Matrix
Competencies provide a relatively more comprehensive understanding of skills and often include related knowledge, attitudes, skills, and other personal characteristics (like values, motives, and traits) that directly influence job performance.
Maintaining an objective stance while building the structure will aid in mapping and operationally defining the required skills. This process begins with the definition of the skills, along with proficiency levels (Basic, Intermediate, Advanced, and Expert). Proficiency level describes how independently the person can function and how much guidance is required. Next, behavioral demonstrations for each proficiency level should be mapped to better identify and categorize individuals within each category.
For example;
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Thus the framework would now map primary competencies related to each duty (also known as functional competency) to their respective level of proficiency. This could also be mapped according to seniority levels (Individual contributor, manager, and senior manager)
Measurement of Competency?
Predetermined measures of competency can also help assess progress made by an individual. These can include:?
Practical Use of Planning Matrix
According to a recent survey by Human Resource Executives, one of the top issues facing organizations today is the problem of aligning the organization’s objective with people strategies to business objectives to drive culture change. This alignment can practically be achieved by Competency Planning. Furthermore, Competency Planning is also known to help make individual development plans. Thereby this practice also accounts for an individual’s unique needs.
Technological and societal changes are coming at us thick and fast, and we need to keep up with the various skill and training requirements associated with change. Your employees are a core and valued resource in your business, and as such, there is a real need to have a continued focus and investment in growing staff capability.
A skills matrix has undeniable benefits for business owners, managers, and HR professionals. As a record that indicates which employees have the necessary competencies to complete specific tasks, employers can use it for performance reviews, talent management, and organizational planning purposes.
Creating an accurate skills matrix for your company ensures you are placing people in positions where they will succeed while also highlighting what leadership needs to improve upon when it comes time for promotion decisions or deciding who should fill open roles
A skill / training matrix approach is an important business tool- one that will help deliver on excelling talent management required in this current climate.?
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