A worker's competency profile identifies competencies that the worker possesses and records the worker's proficiency level in each competency. You can also define the enterprise's competency requirements, which are competencies the workforce must have to deliver business success. You can use this information in various ways. For example:
You can search for candidates for vacancies and opportunities for workers, and identify the best match between the requirements of a role and the skills and experience of the worker.
When assessing workers during appraisals, you can compare worker competencies with the requirements and proficiency levels for their roles. Having a benchmark statement of requirements that is based on business need brings consistency and objectivity to the appraisal process.
You can target training and other development activities to close the gap between a worker's competencies and those required by the enterprise.
You can define your competency requirements for:
Business groups
Organizations
Jobs
Positions
In addition:
If you use Oracle iRecruitment, you can define competency requirements for vacancies.
When using the Oracle SSHR Suitability Matching function, you can construct one-time lists of competency requirements when searching for:
Workers who meet those requirements
Work opportunities that require those competencies
Competency requirements that you define for the business group are referred to as core competencies. Typically, core competencies are generic and fundamental to your enterprise strategy. For example, communication skills, negotiation skills, and quality focus may be suitable core competencies in your enterprise. Every member of the business group should demonstrate the core competencies, though the degree of proficiency can vary with seniority and experience. When you define the core competencies, you specify maximum and minimum proficiency levels to encompass the acceptable range.
Competency requirements that you define for organizations apply to all members of the organization but are not core competencies. Competency requirements that you define for jobs and positions apply to all holders of those roles. You can also define competency requirements for particular grades within job or position. Position competency requirements automatically include the requirements of the associated business group, organization, and job.
You can designate any competency requirement as essential. The Suitability Matching function identifies workers who possess essential competencies separately from those who possess desirable (nonessential) competencies.
See: The SSHR Suitability Matching Function
The SSHR Suitability Matching and Appraisals functions are the primary users of competency requirements.
The Suitability Matching function, which you can access from HR Professional, Employee, and Manager Self-Service menus, enables you to find workers for opportunities and opportunities for workers. The application performs this function by comparing worker competency profiles with the competency requirements of business groups, organizations, jobs, positions, and vacancies. The comparison varies with each suitability-matching action. For example, for the action Find Suitable People by Role, you can search for a worker who matches the requirements of an organization only or of a job, position, or vacancy within that organization. You can also include the core competencies in the list of requirements to match.
When you perform the search for workers who match your competency requirements, HRMS identifies workers who:
Meet all essential and desirable competency requirements
Meet all essential competency requirements
Meet all desirable competency requirements
Meet some or no essential or desirable competency requirements
See: Suitability Matching
When you perform an appraisal, you can assess a worker against the competency requirements of their job or position by selecting Include Job Competencies in the competency assessment template. This selection causes the core competencies, any organization competency requirements, and the job or position competency requirements to appear in the Competencies section of the appraisal. You can use the appraisals function View Competency Gaps to identify areas for development and select training to address deficiencies.
HRMS can generate several reports that analyze competency profiles and competency requirements to provide business intelligence.
The Competence Requirement worksheet in the Competence (Skill) Development Detail Workbook lists the competency requirements of all organizations, jobs, positions, and grades in a business group.
See: Competence (Skill) Development Detail Workbook
The Competence Match (Organization Hierarchy) Status Analytics Workbook provides various analyses of worker competency profiles compared with the requirements of their roles within an organization hierarchy.
See: Competence Match (Organization Hierarchy) Status Analytics Workbook