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 you to know the percentages a worker has in different competencies. This is achieved by assigning certain Objective standards to each of the competencies that are to be analysed and, once the study has been carried out, the specific information is obtained which presents the percentage of development of a competency or skill in a particular worker.
These profiles present certain advantages compared to more generic ones. First of all, it should be noted that allows to discriminate competences on an individual basis from others. This way, the worker is not valued as a whole, but in each of the individual areas in which they will work. Consequently, a worker can be assigned to a specific job role in which they excel due to their specific competencies, thus allowing them to be much more efficient and cost-effective for the company.
For example, if two workers with a identical academic profile and similar work experience they occupy different roles, it might be assumed that, due to these similarities, they will both do well regardless of their final placement. However, if one of those roles requires a greater communicative capacity that in the other, it will be interesting to assess which of the two stands out in this particular competition, and to consider giving preference to this worker over the other, who may be more efficient in a specific role where this particular skill or competency 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 Worker promotion already part of the company or in the relocation of those same workers.
In any case, it should be borne in mind that a competency profile will always be focused on Make the most of your workers' potential, so it should be seen as a tool to help improve the company rather than a detriment to the employee. Indeed, the use of a competency profile is not limited solely to selecting personnel for one position or another, but also helps to identify strengths and weaknesses in employees. In this way, although strengths may determine a worker's final position, weaknesses should also be taken into account, which can be supplemented with Specific training and concrete to help solve the problems or lack of skills in that particular field.
