HR Anexi’s diagnosis revealed that the existing HR processes were only delivering on tactical requirements. Thus the compelling need for clearly articulated competencies for employees to become aware of career development opportunities, the movement to new roles and the critical preparation it entails.
The first step involved identifying all unique positions for a particular function. Each position was studied with regard to job responsibilities, knowledge, skills and behaviours required to execute the job successfully.
This led to the articulation of technical and behavioural competencies. Next proficiency levels were indicated for the identified competencies. This was done in discussions with the job holder and their managers.
A role-proficiency matrix was created to serve as a career development map for various roles in distinct functions.