HR Definitions

In the workplace, a person is competent when they possess the knowledge, skills, and ability to apply that knowledge and skill, to consistently perform a particular job, function, or activity.

This means that the person may be capable of doing the job, but is not deemed to be competent because they do not have the necessary attitudes to be a consistent performer.

In defining competence, we like to differentiate between competence and capability, although many people use the terms synonymously. Capability refers to the potential for a person to be developed. If they are competent, the development has been achieved.When implementing a competence framework in an organisation, the use of automated processes will remove very large administrative loads.

At HRworkbench, all of our online Platforms combine to provide a high quality competence-based system.

Competence is used as a discipline for defining the structure of jobs in an organisation.

Competence can be used for the following purposes:

• Building an organisational culture
• Aligning activities of people with the behavioural desires of the organisation
• Standardising processes for:
  
  
  • Recruitment and selection
  • Remuneration
  • Rewards and recognition
  • Performance measurement
  • Development planning
  • Training needs analysis

Competence should not be seen as the solution to all performance objectives in the workplace.

HRworkbench recommends that the organisation focuses on organisational goals, motivation, competence, and specific skill development to improve levels of competence, as a combined organisational development process.

Capability Assessment
Competency Development
Skills Assessment
Training Needs Analysis