The competency profile is the association of certain standards to each of the competencies that belong to a given worker. In this way, it is possible to more concretely and objectively identify strengths and weaknesses This also makes it possible to make the most of the worker's skills and to allocate the necessary resources to strengthen those with the greatest deficiencies.
The competency profile is a tool widely used in learning processes, although it also has applications in the business environment. Its most common definition is that of a tool that allows to know the percentages that a worker has in different competences. This is achieved by assigning certain objective standards The study is carried out for each of the competences to be analysed and, once the study has been carried out, concrete information is obtained that presents the percentage of development of a competence or skill in a specific worker.
These profiles have certain advantages compared to more generic profiles. Firstly, it should be borne in mind that allows to discriminate competences on an individual basis from others. In this way, the employee is not assessed as a whole, but in each of the individual areas in which he or she will work. Consequently, a worker can be assigned to a specific job in which he/she stands out for his/her specific competences, thus allowing him/her to be much more efficient and profitable for the company.
For example, if two workers with a identical academic profile and similar work experience If they are to occupy different positions, it may be thought that, because of these similarities, they will both do well regardless of the final position they occupy. However, if in one of these positions it is necessary to have a greater communicative capacity If the other is more efficient than the other, it will be interesting to assess which of the two excels in this particular competence, and to evaluate the possibility of giving preference to this worker over the other, who may be more efficient in a particular position where this particular skill or competence is not required.
In general, the use of the competency profile is mainly focused on decision making when it comes to selecting staff for a vacant post. However, it is also a useful tool in the case of the promotion of workers already part of the company or in the outplacement of these same workers.
In any case, it should be borne in mind that a competency profile will always be focused on maximising the potential of the workforce, It should therefore be seen as a tool that helps to improve the company rather than as a detrimental element for the employee. In fact, the use of competency profiling is not only limited to the selection of personnel for one position or another, but also helps to identify strengths and weaknesses in employees. Thus, while strengths may determine the final position of an employee, weaknesses should also be taken into account, which can be complemented by specific training and concrete to help solve the problems or lack of skills in that particular field.
