Frequently Asked Questions and Answers. Can't find an answer to your question? Do not hesitate to contact us!
Why should I competency survey competencies in an organization?
To identify critical competencies, close skills gaps and ensure we have the right capabilities to achieve strategic goals.
Why should employers work on skills development?
To ensure the fulfilment of the business and its objectives; but also to increase competitiveness, adapt to changes in the outside world and retain key competences.
Why do some organizations find it difficult to reach their business goals or adapt to market changes?
Often this is because they lack the right competencies in the team and do not have clear insight into the collective skills of the organization, which complicates resource allocation and strategic goal fulfillment.
What happens when employee strengths and skills not being used optimally?
This can lead to low motivation, inefficient use of resources and the organization losing valuable skills.
Why Employers May Be Unprepared Future technological and market changes?
Because they do not have a clear picture of what competencies are needed for the future and therefore cannot plan to develop them in time.
Why do some training efforts yield low returns on the investment (ROI)?
Because they are often general and not adapted to the actual needs of the organization, which leads to wasted resources.
What limits an organization's ability to adapt to changing business needs?
The lack of a clear overview of employees' potential and competencies makes it difficult to quickly align teams and work roles.
How do I check the competencies of the business?
Through systematic surveys, employee conversations and digital tools such as YOHRS that visualize current situation and future needs.
Who is responsible for mapping competencies in an organization/company?
Management has the overall responsibility, but it is common for HR to run the process in close collaboration with managers with human resources responsibilities.
How can organizations identify and address skills gaps to reach their goals?
Through skills mapping, organizations can identify existing and missing skills. This makes it easier to fill skill gaps with training, recruitment or redeployment, linking employee strengths to company goals.
How to ensure that employees' competencies are used in the best possible way?
Through skills mapping, hidden skills can be identified, allowing a redistribution of duties so that each individual contributes where they benefit the most.
How can companies prepare for future skills needs?
By combining current situation analysis with strategic planning, organizations can identify future requirements and ensure that the right competencies are developed in good time.
How can companies optimize their training efforts?
Through competence mapping, training efforts can be directed to specific areas where they provide the greatest value and impact.
How can organizations increase their flexibility?
By mapping competencies, employers get a clear picture of available resources and can quickly restructure teams and processes to meet new demands.
