Competence Management

Development in current or future role
CatalystOne™ makes it easy to have a holistic approach to mapping, evaluating and developing each individual’s competence.   

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CatalystOne™ supports each employee in documenting own competence in a CV format. Such documentation is useful when searching for the availability of required competence within the organization and for identifying candidates for projects or internal recruitment. Based on the employee appraisal as a core process, CatalystOne™ makes it easy to compare the indivdual’s competence with the requirements for his/her current or future roles. Such comparisons serve as an ideal basis for defining an adequate personal development plan. By investing in defining role based competence requirements, it becomes easy to get an overview of competence gaps per employee, role, department, organization etc.

Benefits of Competence Management with CatalystOne™:

1. A structured approach to identification of competence gaps for each individual, tailored to the organisation’s needs and the employee’s ambitions.
2. An online overview of formal and total competence in the organisation.
3. Individualised and results-oriented, easy to follow-up development plan for each individual.
4. Overview of the aggregated competence gap and development need in the organisation.
5. Easy to have a complete overview of certifications and renewal deadlines.
6. Easy for each individual to keep own profile updated.

Competence Management with CatalystOne™ has the following features:

1. The competence requirement can be defined per position/role.
2. The employee receives an email invitation to the Appraisal Dialogue and can start preparations by clicking the link in the email.
3. The employee is automatically presented the competence requirements for his/her role and can perform self-assessment. In addition, the CV can be updated with educational background, work experience, project participation, courses, certificates etc. 
4. The employee can propose a development plan based on gaps he/she has identified.
5. The manager can view the employees’ assessment and proposals, and do his/her own independent assessment.
6. Changes in competence assessment and the proposed development plan are normally done during the appraisal dialogue.
7. Both the manager and the employee sign electronically to accept their assessments and agreed development plan.
8. The employee is regularly asked to report progress for his/her own development plan.
9. The manager receives reports showing status for the development plan for his/her employees.
10. The manager can easily access competence assessments and agreed development plans for his/her employees, including any historical data.
11. HR may access analytical reports, for example average, gap and trends per unit, per manager and per employee.

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