In a business world that is constantly changing, it is essential for businesses to adapt to the rapid changes that are taking place in the market. For this, a competency-based approach is proving to be a wise solution. We explain why in this article!
A competency-based approach
As part of vocational training, a competency-based approach is an approach to talent management that focuses on identifying, developing, and monitoring the skills of employees.
Skills are used as a basis to carry out strategic actions and ensure a competitive advantage for companies.
This approach allows businesses to predict the skills they will need in the future, in order to prepare for market requirements.
72% of L&D managers consider “skills” to be the top priority in the job market right now (LinkedIn Learning 2022 Workplace Learning Report).
Corporate training services are therefore faced with the growing need to manage the integration of new employees, technical skills training, but also Define the future skills that the company needs to innovate, differentiate and evolve in this new field.
Recruiting internally or investing in employees already in the company by offering them professional training? The question arises... but there is no universal answer to this question. Indeed, it depends on the company, its sector, needs, teams.
But recruiting internally comes at a significant cost: according to a Hubspot study, it is 6x more expensive to hire external talent than to build with internal talent.
Train your employees may then be an interesting option. Employees with a wide range of skills can take on different positions and projects, as needed, without being constrained by their job title! Investing in L&D also makes it possible to retain top talent. A way to strengthen the loyalty of employees!
Focus training on sustainable skills
According to the definition of France Stratgie, transferable skills are “specific skills attached to a given professional situation (profession, sector or productive organization), but which can be implemented in another professional context.”
So they are acquired skills that can be reused in any other professional context or almost. Most soft skills are therefore transferable skills..
Sustainable skills differ from technical skills in that they are useful over the long term.
Examples include teamwork, collaboration, creativity, leadership, etc.
Employers are not just looking for people for a given position “at the moment.” They are waiting for profiles able to adapt to different jobs during their career and to evolve within their company. This is called predictive skills management.
It should also be noted that sustainable skills are not only beneficial for your employees professionally, but also on a personal level. They enable individuals to better manage their daily lives, maintain healthy relationships, and adapt to changes more effectively. In short, developing sustainable skills is an investment in the future, both professionally and personally!
