A competency profile lists the skills, knowledge, and abilities needed for a job. Employers use them to evaluate candidates and assess employee performance. Profiles can change as job requirements change, and HR uses them to manage employees and improve operations.
A competency profile is a list of the knowledge, skills, and abilities needed to do a job well. The types of skills listed in a skill profile depend on the job and work environment. In general, employers create skill profiles to evaluate candidates for a job or determine where an employee needs to improve performance to meet the needs of the position. Competency profiles are typically used as part of competency-based human resource (HR) management. They are similar to job descriptions, but provide a means of assessing how well the employee’s skill set and job performance meet requirements.
Profiles of this type can include skills such as typing, filing and personal hygiene. They may also apply for degrees and certifications that ensure the candidate has the necessary training for the position. Construction jobs often require certifications to operate certain types of machinery, such as forklifts, which can help ensure a worker’s proficiency and safety when operating heavy or expensive equipment.
Like a company’s needs for a change in employment position, the skills profile for the position can also change. If an administrative assistant works in an office that acquires a computer system, learning how to operate the system becomes part of the job description for the position, and therefore part of the skills profile for the job. Editing a skill profile may also include removing outdated skill requirements that no longer apply to the position. In many office positions, fax operation would be an outdated and unnecessary skill requirement, while some offices still use fax machines on a daily basis.
Human resource management is the department of a company that manages the activity of the employees. They are typically responsible for hiring, training and firing employees and are often responsible for communicating messages between company management and employees. A skills profile is usually created by an HR member as a means of assessing how well employees are doing their job, usually to evaluate their work and train them to do better. Employees who do not meet the skills required for a job may be required to learn new skills or obtain specific skills certification as a condition of continuing to work in that position.
A skill profile can also help an HR worker improve operations by moving employees into jobs for which their skills are best suited. This may mean moving a particularly talented employee to a position where he can better use his skills than hers. It can also mean removing an employee from a qualified position if it becomes clear that he or she cannot acquire the skills necessary to remain employed in that position. Removal of an employee is usually a last resort, after remedial training has been ineffective in raising the employee’s skills to the levels specified in the competency profile.
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