BUSINESS CASE: SYSTEMATIC COMPETENCE MANAGEMENT IN A PRODUCTION COMPANY
A manufactoring company has many employees working in different processes. Some of them have key skills to carry out specific processes (e.g. development, technology, logistics). In the current situation of staff shortages, there is increased pressure on retaining existing staff, or at least keeping the skills in the company.
A way of identifying existing competences, upgrading them and sharing knowledge needs to be put in place in order to ensure that successors are put in place in time – should there be a lack of skill or the workload increases to the point where multi-shift working is needed.
We have developed an approach (a competency model), based on which process managers have used the competency model to assess the existing competencies of employees and define the desired/needed competencies for each process. Based on the percieved gap between existing and desired competences, the competency model provided insights into the options: internal knowledge transfer, direct focused mentoring, self-learning (webinars), external training or external coaching. We have achieved the objective where for each process there was a clear indication not only of which competences are present and missing, but also a plan to close the percieved gap. At the same time, the competency model also provided an overview of the development of competences over time.
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