How to map and develop competence with Motivati

Motivati's competence module provides a tool for mapping and enhancing competence within your company. It simplifies the process of developing competence in areas where it is required, aligning with the company's goals and strategies.

• First step - preparation
• Second step - Competence on individual level
• Third step - Competence on organizational level

First step - preparation 

To organize the areas of expertise in your company, the administrator has to go to "competence category". Here, you can create categories such as "labor law" and then add specific skills related to each category, such as "salary" and "dismissals".

These categories and skills are important for competence mapping, where both leaders and employees can enter and assess the relevant expertise for each individual.

Here are some helpful tips for effectively mapping the areas of expertise in your company:

1. Review job descriptions, procedures and requirements for different roles.
2. Talk to the department leaders; what are the main areas?
3. Send out a survey

Work systematically and focus on the areas that are crucial to the business.

Second step - competence on individual level

During development conversations, competence development is often a key topic. These conversations focus on assessing the employee's current skills and determining which competencies are crucial for their work tasks. It's important to evaluate whether the employee possesses the necessary skills to excel in their role and identify areas where further development is needed. Additionally, it's essential to identify the skills that the company will require more of in the future.

Both the leader and employee can to enter the employee's competence and register "today's level" and "desired level":

• Employees: Registers their own competence under "competence". The employee can find categories in the list, click on the different competence areas and add a skill.
• Leader: Registers an employee's competence under "my employees". The leader can add competence and edit already registered competence.

When you add a type of competence, you choose which category, which skill, and which type it should be. "Today's level" and "desired level" are also defined, and should be discussed. The date of validation can be registered if you want an overview of when the competence was acquired. This can be especially helpful if the competency has a certificate that has an expiration date.

Third step– development and measures; competence at organizational level

Gain a comprehensive understanding of the expertise within your company. Determine where your strengths lie and identify areas for development. With Motivati, you can access an overview of the competencies of all your employees, along with various analysis options.@

As a leader, go to «overview competence». Here, you get three choices: Competence search, GAP analysis and Status.

Competence search:

Search for competence in different departments or the entire organization and filter by category, skill and type of experience (education, courses, etc.).

If you click on the company name you will get an overview of all the departments. Select a department you want to see and search within.

You can also get information about each employee, as well as the competence profile of each individual employee, in a print-friendly format.

Gap-analysis:

Shows gaps between the various competence areas at both organizational, departmental and individual level. This provides a clear picture of the company's current competence and which competence the company needs more of. If important areas of expertise have gaps, measures for development should be initiated to close these gaps.

Over here, there are gaps in all areas within marketing. You can sort by name and see who lacks competence. If you tick the box for "subdivisions", you will get the gaps for the entire organization together.

Status:

Displays an overview of all employees' competence. This makes it easy for you to plan measures based on who, and how many, need the relevant expertise to meet the company's' needs.

To sort, press the area you want, such as "name" or "category". The GAP analysis has provided an indicator of which areas one should initiate measures, while status makes it easy to see who needs more of the given competence.

Proposals for measures can be courses, exchange of experience, coaching, job rotation, individual skills at an educational institution, etc.