A Competence-Mapping Model and Method for Organizations

Our society is in the beginning of a digital transformation. As a consequence organizations need to change from the predominant hierarchical structure to one that is more dynamic and in which both organizational and employee competences are key to the success of the organization. To help organizations with this change we developed a competences-mapping model that consist of competences that each organisation needs, divided into three pillars. The first pillar consists of domain specific competences, the second are the behaviour competences and the third are the IT competences. The three sets of competences can vary between sectors or even organizations. For the behaviour competences research on the 21st century skills or sector specific human resource models can be used and for the IT competences we use the European Competence Framework (e-CF) as developed by the European Union. In this paper we focus on the development of the overall model and specific validation of the IT pillar based on e-CF. The e-CF provides a reference of 40 competences as required and applied within a Information and Communication Technology (ICT) workplace (IT department or company), using a common language for competences, skills and proficiency levels that can be understood across Europe. The research approach consisted of a literature study and one expert workshop with participants from a range of for-profit educational organizations to develop the model. Another two workshops were conducted to validate the overall model and the mapping mechanisms for the IT pillar. As a foundation to our model we used the Human Performance Technology (HPT) theory. HPT proposes the rigorous analysis of present and desired levels of performance in order to achieve transformation. Analysis of general performance was substituted with analysis of competences. The developed model identifies the competences gap between those needed by an organization (based on its vision and strategy) and those currently present in the organization. This information can then be used by management and human resources to improve employee competences (skills, knowledge and behaviour). Based on the validation workshops we conclude that the model has potential to help organizations with staff development and assessing potential staff candidates. Furthermore, the e-CF specific pillar also provides a common language on IT skills and knowledge for all European businesses.