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:
- Review job descriptions, procedures and requirements for different roles.
- Talk to the department leaders; what are the main areas?
- Distribute a survey to gather insights.
Work systematically and focus on the areas that are crucial to the business.
Tip: in the survey bank, a survey called «competence mapping» has been shared. This can be used as a template / starting point if you want to send out a survey to the employees to map the competence in the company.
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. "Current 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.
Tip: Measures for the development of competence can be included as one or more activities in the action plan. When the activity is achieved, the today's level of competence will also increase. In this way, you can work systematically with the development of employees, and meet the company's strategy and goals.
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.
Search for competence in different departments or the entire organization:
- Category
- Hold CTRL (for PC) or CMD (for Mac) to select multiple elements
- Skill
- Department
- Choose the option to "include sub-departments" if you want to view a consolidated list of all departments. If this option is not selected, you will only see the details for the specific department you selected.
- Format
Table
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.
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.
Tip: Do not complicate it. Start with simple measures and activities, and you will see more opportunities over time.