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Competence development - read along for concrete advice and inspiration

Competence development

It is crucial that employees' skills are continuously strengthened in the workplace. This is one of the basic conditions for your company to be competitive.

In this article, we will therefore make you smarter about how your organisation can work with competence development.

What does competence development entail?

Competence development is about acquiring new knowledge and thereby becoming better at one's work. A strategic and systematic approach to skills development can be a good way for your employees to get the most benefit if they want to become more skilled in their field.

In this connection, the term "the learning organisation" is often used. The learning organisation is a company that continuously changes and develops as employees and managers become more skilled at solving the various work tasks. The workplace continuously strives for new knowledge, which makes it ready to adapt to the needs of the outside world and can meet the demands and expectations of stakeholders.

Within skills development, the term "Learning Management System" is also popular. A Learning Management System is a platform where you can build, manage and distribute learning to specific people or departments in the company. It is often used to handle digital learning, also called e-learning. Learning Management Systems can help you train, engage and develop the workforce in your company.

A third approach that is often used in relation to competence development in the workplace performance reviews. Performance reviews stand for employee development interviews. It is a conversation between the employer and the employee, where you for example have a dialogue on topics regarding wellbeing, performance and development opportunities.Performance reviews give the employee room to give feedback to the employer, for example regarding their own wellbeing and development.

This plays well with the first concept, "the learning organisation", as the management also gets an understanding of how their employees thrive and which elements need to be improved so that the workplace can have a healthier and more productive working environment. If you would like to learn more about what an performance reviews entails as an employer, you can read this article.

Finally, a Gap analysis can also help develop employees' skills. The gap analysis gives the employee and the company a good idea of ​​which implementations and strategies they must jointly implement to close the gap between the company's current and ideal situation.

In the next section, we will take a closer look at what a Gap analysis entails.

What is a Gap Analysis?

A Gap Analysis helps to discuss and clarify the difference/gap between your company's current and ideal situation. In this way, your workplace can get a clear idea of ​​the company's current and future solutions in relation to the customer's needs.

The gap analysis also forces you to make a number of considerations and make some decisions about which gaps and great potentials for new products or services are in the market.

In addition, the analysis also provides a prioritisation basis for how you should invest time and resources to achieve the ideal situation. The gap analysis can be divided into three phases, namely:

  1. Preparation
  2. Analysis of the current and ideal situation
  3. Identification of how to minimise/close the gap between the current and the ideal situation

In the following section, we will review each of the three phases above.

Step 1: Preparation

Before you or your employee begins the gap analysis, it is essential that you decide how you want to assess or quantify the gap between the current and future solutions.

competence development

Before you start with the Gap analysis, it can also be an advantage to closely study your industry. This can be done using a SWOT analysis or an industry analysis such as Porter's 5 forces. In this way, you acquire a healthy overview of your current competitive situation. In addition, it can also be advantageous to understand what affects the company's surroundings. A PESTEL analysis can be helpful here.

Step 2: Analysis of the current and ideal situation

The gap analysis tries to answer two questions:

  • Where is the company today?
  • Where do we want to be?

These questions are answered based on the initial studies in preparation for the Gap analysis. Here, for example, the SWOT analysis can be valuecreating, as it provides a detailed insight into your workplace's internal and external strengths and weaknesses.

Step 3: Identifying how to minimise/close the gap between the current and the ideal situation

Based on your Gap analysis, you can now make a qualified decision about which prototypes you should develop. In addition, the analysis can give you an idea of ​​whether your current solution proposals and strategies have sufficient potential to fulfill the objectives you have set for yourself. Get more: