Implementing an HRIS or Talent Management system signals an exciting time for your organization. You’ve no doubt purchased an innovative suite of applications to provide your organization with a connective and comprehensive talent management strategy that will streamline HR-related tasks, improve data collection and empower employees.
Without a pervasive competency framework in place, however, moving from current- to future state can be slowed down by unnecessary delays that add considerably to your project timeline. In order to prime your new system for widespread adoption, you need a consistent, relevant and pre-vetted set of competencies libraries.
Career Pathing Tools as Competency Modelers
An effective competency strategy can influence everything talent-wise from selection to succession planning — so this is one area where you don’t want to skimp. Traditional competency modeling can be resource- and time-intensive; luckily, there are some innovative approaches to building your framework that are less taxing on the organization and carry unexpected benefits.
Career pathing tools can actually be deployed as automated competency modelers to do the heavy lifting for you. Crowdsourcing functionality — standard with some tools, including CAEL’s own PathSavvy — can help you build your framework. Using input from your own employees, who serve as SMEs, provides valuable data around the competencies, proficiency levels, work activities, interests, and education associated with their roles.
When sourced through a large (or representative) employee population, you will be equipped with the data you need to define what is required for each role and set baseline levels for all roles within your organization. The software aggregates responses by role and produces averages for each data point, which can help you gauge where to establish your benchmarks. This data can also be calibrated over time as jobs evolve and more employees interact with the system.
Most likely your new HRIS or TM system will have capabilities around performance measurement, building job descriptions and structured interview questions, aligning learning objects with skills gaps, creating succession plans and more – but you’ll need competencies, work activities and proficiency levels to unlock this functionality. Career pathing software equips you with the data you need to get up and running quickly. Through an integration or simple export, this valuable data can be uploaded into a new system so that you can use it right away and get back to focusing on what matters most — your people.
Learn more about how you can leverage PathSavvy as a competency-modeler to accelerate your HRIS implementation.