So your organization is planning a major HR transformation. Whether it’s considering consolidating multiple data systems or rolling out a big new one, platforms like SuccessFactors, Workday, and Oracle tend to get top billing.
Can one big ERP player really handle everything, though? As competency management becomes more popular, companies are being expected to deeply understand just how skilled their workforce really is and where the gaps exist. Here’s why we think it makes sense to bundle competency management into your next big HR initiative.
It’s a competitive advantage.
Organizations that don’t have a competency management framework in place are at a huge disadvantage when compared to their competitors who are utilizing a competency-centric approach to talent management and development. If your department is tackling a large, transformational technology project, it makes sense to include competency management in the effort. A competency management program can quickly pay for itself with better recruiting and retention, reduced training costs, easier compliance, enhanced workplace safety, and a quicker sales cycle. From a senior executive perspective, competency management helps leaders to understand how well workforce skills align with where markets are headed hereby giving them a competitive advantage.
You’ll gain big efficiencies.
When starting a big tech-centric initiative, it’s all about deploying the right resources. So, why not leverage the team you’re already building? Transformation project teams tend to be resourced perfectly for competency management initiatives. Instead of having to garner budget, resources, and executive buy-in down the road, you’ll be maximizing the team that’s already in place. Competency management becomes just one part of the detailed roadmap and ecosystem you’re building anyway. Together, human resources, IT team members, and project managers can work towards a common goal.
You get to start clean.
Over time, human resources master data can get a bit messy, especially when dealing with multiple systems. Data cleansing and/or mapping is a key task in big, transformational technology projects, so they’re the perfect opportunity to start fresh. Competency management programs tend to benefit greatly from clean data because many processes can be automated. From on-demand training to assignment profile and assessor rule automation, clean data lets both HR and the workforce push things forward more quickly than they could otherwise. Piggybacking off of the efforts of a larger project is a win-win.
It facilitates change management.
These days, many leaders are taking a good hard look at their organizational structure and asking whether it supports the continuous innovation required to lead in the global marketplace. Rolling out a competency management program is the perfect opportunity to take stock of a company’s workforce and understand how it needs to change to maintain a competitive edge. Marry this effort with strong training and development offerings, and you’ve basically turbocharged your entire operation. A strong competency management program, in other words, aligns leadership’s need to stay competitive in the marketplace with an employee’s need to stay competitive in the workforce. It also gives the company a roadmap for the future as well as a data-driven way to start introducing important structural changes.