A job description is a tool that makes it possible to define the various jobs that exist in an organization or in a particular sector of activity. It is generally used to classify jobs according to their area of expertise, their level of responsibility or their level of qualification. The job description may also include information on the skills required for each job, the qualifications and certifications needed, and the prospects for career development. In general, the job description is used as a human resources management tool to help employers recruit and train staff, establish salaries and benefits, and plan employees' careers.
A competency framework is a tool that makes it possible to define the professional competencies required for a particular occupation or field of activity. The competency framework can include different types of competencies, such as technical competencies, behavioral competencies or cross-cutting competencies. It can also include information on the levels of mastery required for each competency, as well as concrete examples of work situations in which these competencies would be used. The competency framework is often used as a human resource management tool to help employers assess the competencies of their staff and plan for their training and professional development.
A repository of professions is a document that describes the different jobs that exist in an organization or a sector of activity. It can include information on the responsibilities, skills and qualities required for each job. A competency frameworkon the other hand, is a document that describes the skills required to perform a particular job or task. It may include information on the knowledge, skills and attitudes required for each competency. In general, a competency framework is more specific than a job framework because it focuses on the individual competencies needed to perform a job rather than on jobs as a whole.
Here are the steps you could follow to build your trade and competency framework:
Identify the jobs and skills that are relevant to your organization. This can be done using tools such as job and skill analyses, employee surveys, one-on-one interviews with human resources managers and industry professionals.
Determine the criteria for assessing skills, such as academic qualifications, professional certifications, work experiences, and specific skills required for each job..
Establish categories for jobs and skills, using classification schemes such as occupational classification codes, skill scales, or industrial competency frameworks..
Write detailed job descriptions and skill lists for each job and competency level, using reliable sources such as professional standards, training manuals, and industry publications.
Implement a skill management system to store and manage repository datausing tools such as databases, competency management software or online platforms.
Conduct periodic assessments to ensure that the data in the repository is current and reflects the skill needs of your organization.
Communicate and share repository information with employees with employees, human resources managers and other stakeholders, using tools such as intranets, newsletters and business meetings.
To associate a competency framework with production positions, you can follow these steps:
Identify the specific skills required for each production position, using tools such as job and skills analysis, interviews with employees and production managers, and industry professional standards.
Check that the skills required for each position are included in your organization's competency framework. If they are not, add them to the repository by writing detailed descriptions and defining assessment criteria for each competency.
Match the competencies required for each position with the competencies included in the repository. This can be done using tools such as mapping tables or skills management software.
Implement a system to track and evaluate employee skills based on the production positions to which they are assigned. This can be done using tools such as skills assessment forms, skills tests or appraisal interviews.
Communicate the skills required for each position to employees and production managers, using tools such as job cards, training manuals and work meetings.
Consider the results of competency assessments when planning staffing assignments and training employees to ensure that each position is filled by a competent employee.
Conduct periodic assessments to ensure that the skills required for each production position remain relevant and reflect the skill needs of the organization. Modify the competency framework accordingly.
A job and skills repository can offer many benefits to a company, including:
Improve human resources planning by providing a clear and detailed overview of the jobs and skills required by the organization.
Facilitate recruitment and employee development byby identifying the key competencies required for each job and enabling candidates and employees to understand competency expectations.
Strengthen performance management by defining clear evaluation criteria for each job and each skill, which makes it possible to objectively evaluate employee performance and to set up targeted training plans.
Promote equity by identifying the skills that are crucial for each job, which helps to avoid bias and discrimination in recruitment and human resources management
Reduce costs by by avoiding recruitment errors, identifying training needs and effectively managing employee skills.
Improve quality and efficiency by by ensuring that each position is filled by a competent employee and that employees have the skills necessary to perform their tasks effectively.
Increase flexibility by by enabling the organization to adapt quickly to technological, economic and social changes by identifying the skills it needs to succeed in a constantly changing environment.
The implementation of a business and skills repository can lead to productivity gains for a company in different ways:
By enabling the recruitment of competent candidates for each position, which can reduce errors and delays related to inadequate employees
By providing clear evaluation criteria for each job and skill, which can improve performance management and encourage employees to achieve high quality and efficiency goals..
By identifying the skills the organization needs to succeed in a constantly evolving environment, which can enable it to quickly adapt to technological, economic, and social changes.
By providing targeted training opportunities to employeeswhich can help them develop skills that increase their productivity and employability.
By facilitating the management of employee skills, which can contribute to optimal use of the company's resources and improved collaboration among different departments and teams.
By creating a culture focused on skills, which can enhance employee motivation and engagement, improve talent retention, and strengthen the organization's reputation among candidates and clients
