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Closing skills gaps and identifying future roles: Our path to competency-based workforce planning
Before the project, our challenge was that our existing personnel planning and skills structure was in need of optimization, as we had too little clarity and transparency about our job profiles and the skills of our employees.
In terms of qualitative HR planning, we lacked clearer guidelines and a basis for classifying and deriving the required skills and positions from our existing structure in order to create future-proof planning. We would also like to offer even more specific and individual learning paths for our extensive further development programs. However, this was hampered by the fact that we did not yet have a clear overview of the existing and future skills required for all our positions.
Project description
Objective
The aim of the project was to introduce future-proof, competency-based HR planning and transparent processes that can be easily implemented in day-to-day practice. With the introduction of a competency model, our aim was to have a tool with which we can both close existing competency gaps and identify future essential roles in order to move safely into the future.
Results
We have now defined which skills we currently have in the various roles and positions within our organization and know which skills we will need in the future. As a result, we have created the prerequisites for concrete requirements planning and more targeted recruitment, which has increased our "hit rate" for the right candidate and shortened the recruitment process. We have created greater employee satisfaction within the organization, partly due to individual development paths and matching the right skills with the right role.
Findings
Through the project, we have managed to introduce the important and future-relevant topic of "competencies" into our organization. We have now integrated an established competency model, which has become the new basis for many individual processes that all contribute to our future planning and strategy. These include clear competence profiles, coordinated learning paths and regular review processes of future competence requirements. The new software has made our HR processes much more efficient and significantly shortened processing times. Overall, we have created a more agile and adaptable basis for reacting more quickly to changes in the market.
What the team says
Let's write the future of competence together!
Get in touch with our competence team.
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