Page 123 - Company Excellence

Making progress measurable

Chapter Conclusion: Review and Outlook

• Competence-oriented strategic corporate and human
resources development starts with the definition of the vision.
If this is supported by as many people as possible, an
implementation strategy and goals can be derived from it. Once
these have been defined, the question can be answered as
to which competencies each employee and each manager
should possess - also in the future - so that the desired
development is possible.
• After comparing target competencies and actual competencies,
competency gaps can be closed with the help of a target-
oriented personnel development concept and corresponding
further training measures in order to achieve a competency
match.
• ASSESS can be used to develop job profiles and
competency models that map which competencies managers
and employees have or should develop. This makes it
possible to measurably prove and close those competence
gaps and to bring about a competence match.
• At the end of this process, managers and employees have
exactly the competencies needed to realize the company's
goals, strategy and vision.
• In the next chapter, you will get to know RELIEF Stress
Prevention by SCHEELEN®, a tool that can be used to analyze
whether people feel good in the company and at their workplace
and whether the value system of the company and that of the
people fit together.

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