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3rd Successful Run in Asia! COMPETENCY MANAGEMENT SYSTEM FOR THE POWER INDUSTRY 28 30 SEPTEMBER 2015, SINGAPORE Past Testimonials The course has provided very comprehensive overview of how CMS should

How to fill out competency management system for

To fill out a competency management system, you can follow these steps:

1. Start by identifying the competencies required for each job role in your organization. This involves determining the skills, knowledge, and behaviors that employees need to possess to perform their tasks effectively.
2. Create a framework or structure to categorize and organize these competencies. This framework will serve as a reference point when assessing and managing employee competencies. It can be based on job functions, departments, or any other relevant criteria.
3. Develop a competency assessment form or questionnaire that captures relevant information about each competency. This can include specific criteria or indicators to evaluate the level of proficiency or achievement for each competency. You can also include a scale or rating system to assess competency levels.
4. Distribute the competency assessment form to employees or their respective managers. Encourage them to provide honest and accurate feedback on the employee's competencies. It is essential to gather insights from multiple perspectives to ensure a comprehensive assessment.
5. Collect and analyze the competency assessment data. This can involve aggregating the scores and identifying any patterns or trends. You can use this information to identify skill gaps, areas for improvement, and potential development opportunities for employees.
6. Based on the assessment results, create individual development plans (IDPs) for employees. These IDPs will outline specific activities, training programs, or resources that will help employees enhance their competencies and bridge any skill gaps. It is important to align the IDPs with the organization's overall goals and objectives.

Who needs a competency management system?

1. Human Resources (HR) Department: HR professionals can benefit from a competency management system to effectively manage and track employee skills and competencies. It can assist in recruitment, performance evaluation, and identification of training needs.
2. Managers and Team Leaders: Competency management systems provide managers and team leaders with insights into their team's strengths and weaknesses. This information can help in optimizing team composition, assigning tasks, and identifying areas for professional development.
3. Employees: Competency management systems can empower employees by providing them with a clear understanding of the skills and competencies they need to succeed in their roles. It allows them to take ownership of their professional growth by identifying areas for improvement and seeking relevant training or development opportunities.

In summary, filling out a competency management system involves identifying and assessing the required competencies, creating a framework, distributing assessment forms, analyzing the data, and developing individual development plans. This system is beneficial for HR departments, managers, team leaders, and employees alike.

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