Adaptability: Maintaining a Relevant Skills Framework

The success of an organization depends on the skills and competencies of its employees. When you can define set skills and competencies, it’s easier to communicate your expectations of employees. A skills framework outlines these requirements and helps to align performance with company success. If you want to improve talent management and recruitment practices, a skills framework is vital.

For more information on how to develop a skills framework, read our article on Identifying Skills & Competencies in Your Organization. Once you’ve established your framework, you need to review it regularly to ensure it remains relevant and up to date. In this article, we’ll discuss some of the ongoing steps of a skills framework.

What is a Skills Framework?

A skills framework is a way to measure the required skills to perform a job effectively. Each skill or competency defines behavior expectations and can act as a benchmark. The framework is based on company values. It’s a way to align personal performance with your organization’s mission. A skills framework helps employers recognize qualified candidates and conduct performance reviews.

It's crucial not to make your framework too broad or it won’t produce adequate guidance. It’s equally as important not to make it too detailed as it’ll lose credibility and functionality. Skills frameworks generally include the following:

• Core skills – These are relevant to the company’s values and mission and apply to everyone in your organization.
• Common skills – These apply to certain departments or broad job families and are shared by those in relevant roles.
• Job-specific skills – These apply to specific roles within the organization and usually involve technical expertise.
• Leadership skills – These contribute to leadership performance, echoing company morals and values.

Objectives of a Skills Framework

Skills frameworks can be useful in several areas of your company practices. Here are the main objectives:

• Consistent recruiting practices
• Fair performance reviews
• Improved employee performance
• Clearer training requirements
• Better career management

To achieve these, an organization must ensure that its skills framework isn’t too complicated and can easily be managed. When executed well, it can really help HR leaders achieve concrete results. They can translate business strategies into specific behaviors. There will be clear expectations when it comes to employee performance and teamwork. You can align company strategy with a vision of future skills and competencies.

Ongoing Steps in Implementing a Skills Framework

Once you established a skills framework, you’ll want to maintain it. It’s not a one-and-done process. Here are some ongoing steps to ensure that your framework remains relevant and up to date.

1. Communication

Your employees need to understand the purpose of a skills framework. Anything used in performance reviews requires explaining to those involved. Beyond having a conversation when you first implement the framework, changes should be communicated, too. Demonstrate that communication is a two-way street with your employees.

2. Key Goals

Remember that a skills framework exists to improve how your organization improves employee performance and for talent management purposes. Consider industry and external trends. As the company grows and shifts, the framework will require modification, too. Be mindful of aligning your framework with new company goals and the new talent you’re acquiring.

3. Simplicity

As you implement the framework into your performance management and recruiting process, you’ll quickly realize how effective it is. Is it too simple to be useful? On the other hand, is it over-complicated and difficult to use? Ask for feedback from managers and leaders who utilize the framework and adjust accordingly.

4. Training

Each time you make major adjustments to the framework, you’ll need to train staff to understand it. It can be difficult to appreciate the value of a skills framework when the HR team already has so many other things on their plate. Training makes using the framework less daunting and shines a light on its worth.

5. Skills Gaps

An important use for a skills framework is developing employee competency. As you identify skills gaps or areas of improvement within your organization, you should make plans of action. You’ll identify ways in which departments and individuals can better execute their work. The framework requires updating as you do so.

Final Comments

When you develop a skills framework, you allow your organization to better align talent, performance, and company success. This also improves your ability to help your employees grow and develop their careers within the company. It’s important to revisit your skills framework and adjust it according to company shifts, employee feedback, and skills gaps. It may seem like a lot of work, but it’s worth it when you can benefit your employees and business alike.