Transformation from Human Resources to
People & Culture

Shaping future viability: Dynamic competence management as the key to success

Disruptive technologies and global megatrends such as AI and automation are profoundly changing the labor market, which is rapidly widening the skills gap between requirements and skills.

"Six in ten workers will need upskilling by 2027, but only half currently have access to adequate development programs." The Future of Jobs Report, 2023

It is therefore high time to address this need through targeted skills development to counteract the skills shortage. Our approach of promoting skills-based organizations supports companies in doing just that.

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Overview

Shaping people-centered organizations.

We see competence management as an integral part of the entire People & Tech Life Cycle, which goes far beyond an isolated process.

In concrete terms, this means, for example:

  • Key positions and talents are reliably identified

  • Seamless transitions to different areas of responsibility are made possible

  • Long-term performance and knowledge base are secured within the company
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Personalized solution

Together, we create a customized competency model that focuses on your specific needs and iteratively adapts to future challenges.

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Targeted measures

The motivation and development of your employees is promoted through training and further education as well as regular feedback. Internal positions are optimally filled at the right time.

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Integrating future skills

With Future Skills, we strengthen the resilience and agility of your company and promote an adaptable, innovative mindset - for long-term competitiveness.

Consulting

With our many years of experience in people & culture strategy and transformation, we proactively develop solutions that are precisely tailored to the individual needs of our clients. Our consulting approach in competence management supports precisely this.

Below you can get an initial overview of the six phases towards a competence-based organization. The components of each phase vary depending on the maturity level of your competence management.

If you are curious to find out what the competence-based maturity level of your organization looks like, you can find out by clicking on the button below. You will then receive an initial non-binding assessment from us.

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Preparation

  • Evaluation of existing people processes for optimal integration of competence management
  • Defining project goals and long-term results
  • Collaboration with stakeholders on milestones and change management

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Designing

  • Development of a prototype for a customized competency model
  • Application of the Dynamic Competency Model approach
  • Definition of requirements for the implementation of digital tools
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Collecting & Mapping

  • Collecting data on the existing job architecture (e.g. tasks, responsibilities, success criteria)
  • Creating competency-based profiles using modern data analysis methods
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Reviewing & Futuring

  • Depending on the maturity level of your organization, we offer tailor-made approaches
  • Review of the job architecture or more comprehensive consulting
  • In both scenarios, we develop a dynamic skills management system that incorporates future skills
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Implementation

  • Support and guidance in the implementation of your dynamic skills management
  • Establishing a sustainable culture and mindset
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Optional: Generating

  • Creation of personalized learning journeys and career paths based on competency profiles and alignment with your competency model
  • Development of job profiles and evaluation of the current role landscape
  • Integration of the job profiles into your People & Tech system landscape
INTRODUCTION OF A
Dynamic competence model

Customer reference

A medium-sized company with around 1,000 employees lacked transparency regarding job profiles and skills, which made qualitative personnel planning and targeted training difficult.
Goals

The company aimed to achieve skills-based workforce planning that is future-proof and practical.

The objectives included closing existing skills gaps and identifying future key roles and key competencies.

Results

Thanks to a new skills model, individual learning paths and clear skills profiles, the company was able to react more flexibly to market changes, increase recruitment efficiency and boost employee satisfaction through targeted development paths.

The company thus ensured transparent and adaptable personnel planning for the future.

Effects

Competence management required a cultural change in the organization, where the focus is no longer just on certificates, but on continuous learning and the personal development of employees.

This change process creates a culture that supports change and prepares the workforce specifically for future requirements.

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Practical example
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Curious about what our competency model looks like in practice?

Using our case study of a medium-sized company, we will show you what competency modeling can look like and how it can be used.

You can access the detailed presentation via the following button.

FAQs

Do you have any further questions? Please feel free to contact us!

What specific advantages does the framework offer my company?

Companies that work with our framework benefit from a clear overview of existing and required skills, targeted employee development and a proactive approach to identifying skills gaps and future requirements. This leads to greater efficiency, better talent retention and greater agility in the market.

Why is skills management so important in today's working world?

Change in the workplace is rapid and future success depends on agile and relevant competencies such as technological and digital skills as well as transformative competencies such as problem-solving and adaptability. Companies that rely on targeted skills management tailored to their needs are better prepared for the dynamic demands of the world of work. This enables them to successfully master technological and strategic changes, promote their talent in a targeted manner and secure their long-term competitiveness.

How does the Alliantis Dynamic Competency Framework differ from other competency models?

Our framework is flexible and dynamic, which means that it can adapt to fast-moving changes. It goes beyond static role descriptions and views competencies as changeable building blocks that evolve with the demands of the market.

How do I implement the framework in my company?

We support you at every step of the implementation process: from analyzing the initial situation and developing a tailored competency model through to continuous adaptation and further development. Our experts are at your side to make the integration seamless and efficient. In doing so, we adapt flexibly to the respective initial situation and the maturity level of skills management in your company so that you receive exactly the support you need.

How does the framework support the personal development of my employees?

Employees are given clarity about their development options and future career opportunities. The framework creates a transparent basis that shows which skills are important for their personal success and how they can be specifically promoted.

How can targeted skills management help to proactively prepare for future requirements?

As the competitive landscape is constantly changing, companies that adapt their competence strategy in good time gain a decisive advantage. With our framework, you remain flexible and can react sustainably to upcoming challenges in order to achieve your strategic goals in a targeted and efficient manner.

Voices of satisfied customers

"Thanks to the project, we have managed to introduce the important and future-relevant topic of skills into our organization."

- Dirk Haselhorst, HR Director, GEMA

Get in touch with our consulting team

Together we create an organization that connects people and results.