By now, many of our organizations have competency assignments for each candidate and employee within the organization. Along with those competency assignments you probably have skill levels for each competency. Assigning a numerical value to each competency level, we should be able to quantify the total aggregate level of any given competency within the organization. This is valuable when compared with your desired levels for any given competency for the organization and the work that you need to produce.
All too often, we know what competencies are needed for a given job, but we have not optimized the total competency within the organization.
3 responses to “HR Metrics: Competency fill rates”
HR Metrics: Competency fill rates
This is valuable when compared with your desired levels for any given competency for the organization and the work that you need to produce.
[…] HR Metrics: Competency fill rates SYSTEMATIC HR | WEDNESDAY, JANUARY 28, 2009 […]