The skills framework lists the skills that are essential for each job.
Dreaming of having THE perfect candidate in THE right place is a legitimate aspiration. When developing the framework, there can then be a strong temptation to let yourself be carried away by listing endless skills, or even to go into far too much detail. Instead, keep in mind that this tool lists the “ideally required” skills. So be sure to remain pragmatic: while being precise, avoid being scattered, so that your frame of reference remains readable and, above all, realistic.
To do this, we offer you a methodology that classifies skills into three categories:
Competency framework: knowledge
That is, the set of theoretical knowledge that will be essential to fulfill the function. This knowledge was acquired, generally during schooling, higher education or training, of any nature whatsoever (internships, distance education, professional training, etc.). The theoretical knowledge that must be mastered in order to carry out a typical job can be very precise. Ex: Proficiency in English, knowledge of a specific computer language etc.
The knowledge listed is then prioritized. If some of them are missing when considering an application, a decision may be made to grant training. Its level of detail must be sufficient for it to be effective.
Competence framework: know-how
Operational and technical skills are mentioned here, which, in general, come from the experience and/or mastery of professional practices. It is specific know-how concerning a position, a product, or even an entire market. These are the ones that make the operator “technically efficient”. It is also the ability to work with methods or tools related to a professional activity.
The ideal, for this part of the framework to fit perfectly with the realities on the ground, is to interview the actors concerned very precisely, using indicators, if possible: what technical skills for what performances are expected?
Skills are most often expressed using an action verb, and ideally, they are contextualized. E.g.: for a printer, to know how to use a paper cutter. For a model, knowing how to parade gracefully. For a butcher, knowing how to cut meat technically...
Competency framework: knowing how to be
Here we are talking about” Soft Skills ”, or “soft skills.” We also talk about behavioral, emotional or relational skills.
Professional skills are represented by a set of ways of acting and interacting in a professional context.
In the framework, these competencies describe the personal qualities that a person needs to perform a job effectively. Ex: a salesperson must have interpersonal skills. A manager must know how to be unifying. A communication director must be able to express himself with ease etc.
These skills must be identified in relation to specific professional contexts. It is useless to try to describe in the reference frame, a five-legged sheep that would have all the qualities of the earth... Do not require a computer scientist to have a sense of humor at all costs, even if that is always a plus!
Interpersonal skills are elements of the frame of reference that are sometimes a bit tinged with subjectivity, therefore, to be handled with caution... Especially since, unlike technical knowledge and technical skills, soft skills will prove to be more complicated to acquire. These are often the intrinsic qualities of the person.
To conclude
Note that to be neither too light nor too dense, an effective skills framework requires:
- The identification and validation of the company's various jobs,
- The field survey in order to be as close as possible to the specific contexts of your company,
- A ranking and prioritization of these skills
Various comprehensive and intuitive HR software in SaaS mode allow you to benefit from proven and scalable GPEC tools, useful in many ways:
- Better define the profiles required in terms of recruitment,
- Manage the predictive management of jobs and skills (GPEC)
- Promote internal mobility,
- Optimize annual evaluations,
- Establish action plans to fill gaps when they are identified.
