Strategic competence management thus describes the alignment of human capital management initiatives with desired business outcomes. Competence management plays a strategic role in achieving corporate goals through a set of applications and processes that enable companies to better measure, manage, and optimise employee performance.

With these facts and analysis data, business intelligence is generated which can be used for improved decision making at the enterprise level. These days, HR is no longer just an administrative arm of the effective organisation; instead HR initiatives are being tied to the strategic decisions and goals of an organisation.

Contact us to find out more about how strategic management can help your organisation!

These days, companies are increasingly facing the dual challenge of (a) reducing administrative costs while at the same time (b) increasing overall organisational efficiency.

The key is to accomplish more with less. To achieve this, organisations need to align their employees’ competencies with high level business objectives.

For Human Resource (HR) executives, these challenges are accentuated by a lack of technology infrastructure to eliminate inefficient paper-based processes, centralise employee competence data, and maintain a clear picture of how employee effectiveness impacts the organisation.

HR is no longer just an administrative arm of the effective organisation; instead HR initiatives are being tied to the strategic decisions and goals of an organisation. Contact us to find out how you can lift your HR's effectiveness to prepare your organisation for future challenges.

To follow up on the previous entries, today we briefly mention three fundamental guiding principles to support strategic competence management:

1.  Focus on talent for the job at all levels, by building tools and processes that identify, reward and retain high performing individuals
2. Help individual employees know and focus on their strengths and where necessary, manage their limitations
3. The development of exceptional managers and leaders who can identify and develop talent and build employee engagement

 With these three principles in mind, it can be seen that competence management should be geared towards the understanding of the competencies of your employees and how to use this to your advantage when planning for development and talent grooming.

1. A competence tool, also called a competence management tool, is any kind of software that help organisations manage the competencies of their human capital or employees.
2. Comaea's software is a web-based solution, meaning that there is no installations required and all that is needed is a web browser and internet connection.
3. The importance of human capital cannot be emphasised enough especially in knowledge-based organisations, thus the proper management of human capital is of similar importance. This includes more than just the administrative management; the management of the "invisibles" - competencies, skill sets, knowledge and experience is integral too.
4. Here is where a competence tool comes in handy: by having a tool that can assess your organisation's competencies, suddenly the "invisibles" become "visiible" in terms of numbers, statistics and figures. With these facts, competence gap analyses can be conducted and decision making suddenly becomes much easier. Development plans, recruitment strategies and even expansion plans are now guided by factual data.

 While this is a brief introduction on what exactly is a competence tool, we have also tried to touch a little on how important a competence tool can be to an organisation. Do contact us if you wish to find out more. Have a great week ahead while we continue to bring you the best of competence management. Cheers!