Competencies and Skills
| Competencies and Skills |
|---|
Short Description
Defining competencies, setting the required level for positions and roles, and assessing employees
Description
The competencies and skills area of MintHCM works as a catalogue of what the company expects from its people and what they can do. The process follows the path: Competency → required level for a position or role → appraisal of the employee. Thanks to it, managers and HR see which competencies matter for each position, how employees are rated against them, and which goals and trainings support their development.
1. Define competencies
Competencies are stored in the Competencies module. The only required field is Name. Optionally you can select the Type (Organizational, Core, Technical, Behavioral, Functional or Management) and add a description.
A competency is built from three kinds of records, which you link to it:
- Knowledge - the information required in a given area,
- Skills - the ability to apply knowledge in practice, for example a foreign language or a tool,
- Attitudes - the approach and motivation to perform duties.
Each of them has a name and a description. The same knowledge, skill or attitude can be used later as a criterion in appraisals.
2. Set the required level for a position or a role
Expectations are defined in the Competency Ratings module. A competency rating connects a Competency with a position (Positions) or a role (Roles) selected in the Related to field and sets the expected level: N/A or a rating from 1 to 5. All of these fields are required.
The competencies and responsibilities of a position are presented in the Position Card of the position record. Responsibilities are added directly in the position, while competencies appear there after you create a competency rating for it. If you create a position from a role, it inherits the role's competencies. See Recruitment.
3. Rate employees
An employee is rated in the Appraisals module. Create an appraisal for the employee and add appraisal items (Appraisal Items) with the Add Appraisal Item button. Each item consists of:
- Subject - the criterion to rate: a competency, skill, knowledge, attitude, goal, responsibility or responsibility activity,
- Value - the rating from 1 to 5 or N/A,
- Description - your comment.
The appraisals of an employee are available in the Appraisals subpanel of the employee profile. In a record of a skill, a competency or another criterion, the appraisal items subpanel lists the ratings from all appraisals where it was used, so you can compare people by a given criterion.
The same mechanism supports hiring: the Create Appraisal action in a candidature turns the competencies of the position into appraisal items. In an appraisal of the Recruiting type only competencies can be rated.
4. Plan development
Use the Goals module to set development goals of an employee, such as obtaining a certificate. A goal has a start date, an end date and a status (Planned, In Progress, Completed or Uncompleted) and can be rated as an appraisal item. Trainings of the employee are managed in the Trainings module.
5. Browse competencies of employees
In the employee profile, the subpanels with competency ratings, goals, appraisals and trainings give a full picture of the employee's development. See Employee Profile. When you look for a person with a specific skill, open the skill record and check its appraisal items.
The area is also supported by the following dashlets:
- My Competencies,
- My Appraisals,
- My Attitudes,
- My Skills,
- My Trainings,
- My Goals.
