4-Step construction, competency framework suitable time switch number

“Want to operate the process of effectively have to start from the human capacity”, which is the principle basic in operation management number. Business can not digitized successful if hr is not ready on the skills, attitudes, understanding technology. So KNL what is? Build how to attach to the construction process of a real combat efficiency? This article will give you comprehensive insight, in-depth, with step by step instructions based on practical business.

1. Competency framework what is? The concept of standardization for business number

The concept according to international standards

Frame capacity (Competency Framework) is the collection of the necessary competencies (including knowledge, skills, behaviors) that an organization needs in each role, each department or management level – to achieve work efficiency, and strategic goals.

As defined by the SHRM (society for human resource Management United States), KNL include:

• Core competencies: competencies common to the entire organization (communication, critical thinking, collaboration...)
• Capacity function: professional skills according to each job location
• Leadership & innovation: strategic thinking, change management, mining technology...

The meaning of the competency framework in the context of culture

In the operating environment of:

• Technology can automate the work, but the operator has the ability of to master technology, read out data, timely decisions.
• KNL help define more clearly required competencies for each role, from which the build process of matching actual capacity, rather than copying existing models.

For example, an approval process automatically by the workflow could not operate effectively if middle managers do not have the capacity to read, understand BI report or set up conditional logic in the system.

The constituent elements of a KNL standard for business number

A KNL modern should cover the main components:

Frame capacity not only to recruit or internal evaluation, but also as “human design” for the entire strategy of culture.

The role of the frame capacity in the construction process solutions number

Is the background to the design process in accordance with the internal capacity

The process of digitization is not just to change tool, which is designed the way human systems operate together. If there is no KNL, business easy to fall into 2 status:

• Process too complicated, exceed the performance of the personnel
• Or vice versa: system digitized only do simple things, yet optimal resources

Mounting frame capacity with a choice of appropriate technology

For example, if the management team does not have the capacity to use data in decision-making (data literacy), the deployment of BI system or workflow automatically will not bring effective. KNL help businesses choose the right technology, determine the need for additional training, what before applying.

Is the basis to build the roadmap and training, internal conversion

From KNL, business easily design the program:

• Training according to the role
• Classification current capability – capacity target
• Route personal development in accordance with strategy number conversion

Connect to system performance evaluation, culture of

KNL is the “backbone” to:

• Set KPIS/OKRs associated with specific behaviors
• Develop a culture of learning, continuous skills upgrading of (digital mindset)
• Create a rating system transparent, promote continuous development

2. The step frame building appropriate capacity when the switch number

KNL is the foundation for business transformation number not only at the level of technology, but also at the level of humans. A process digitized only successful when people understand – how true – to operate effectively in that process. To build KNL appropriate in the context of conversion of business can deploy in 4 practical steps follows:

Step 1: Identify strategic goals, competencies the organization

Conversion number, not just software, which is changing the way businesses operate, interact, make decisions. So, the first step is to clearly define the target digitized to as the guideline for the entire frame capacity. 

Business needs answer:

• Target conversion of what is? (Increased processing speed, reduced errors, crafts, decisions faster, automate the steps waiting...)
• Departments/roles will participate in the process of?
• The universal force which is required in the organization? (for example: working with data, compliance with standard operation, adaptive technology...)

Results:

• A list of core competencies common to all business (for example: communication of analytical thinking, data security,...)
• A matrix role to determine the competencies specialized according to each function

Step 2: analyze the work processes in the environment of

Can't build competency framework that ignores the actual process. Here are the steps that businesses need to analyze the entire work flow, determine who does what, where, and with what technology.

The technical analysis can be applied:

• Diagram process BPMN: identify the steps, business processing flow conditions branch
• Matrix RACI: the clear, responsible (Responsible), decision makers (Accountable), who related (Consulted), who should be informed (Informed)
• SIPOC: clearly define the input – process – output – Customers – suppliers

The questions to ask in each step:

• Who made need the knowledge of what? (for example: understand business, holding tools, software,...)
• They need skills to manipulate the fast – accurate – compliance?
• Behavior would be expected? (for example: coordinate on time, clear feedback, report transparent...)

Results: Each role associated with a chain step service from that determine the practical competencies needed to successfully perform each step in the process of digitization.

Step 3: construction, standardized dictionary of competency (Competency Dictionary)

This is critical, but easily overlooked. Many businesses just listed “know how to use software” or “proficient in office tools” without description deep enough or clear enough behavior are needed.

A capacity, it needs description, including:

• Name capacity
• Specific definition
• The accompanying behavior (Behavioral Indicators)
• Level of development: From basic to advanced

For example frame 4 levels:

Results:

• A dictionary of capacity according to standard, serves for assessment, training, associated with KPI or process
• Can be used to clarify the criteria for recruitment, training, promotion, or transfer

Step 4: Evaluation, measurement, continuous improvement

A competency framework should be used to measure continuous improvements based on feedback from actual operation.

The methodology of evaluation capacity:

• Self-assessment can guide (Self-assessment): based on the behavioral description to individual self-dots
• 360 degree assessment: from co – workers- management level – lower level
• Real reviews by behavior: based on the system workflow, deadline, work performance
• Reviews by KPI or performance reports

Using the results:

• Determine the capacity shortage to training the right people, the right skills
• Design development roadmap individuals according to role or the advance
• Updates new capacity when changing the process or technology (for example, when switching from approved craft to workflow automatically)

Results:

• The business owns a rating system, the life-force energy, not “die material”
• KNL is connected to performance, development, operational process of actual

3. Common mistakes when building competency framework for business number

Copy frame capacity from other businesses

Each organization has the scale, culture, model, operating separately. A KNL effective for corporations FMCG can absolutely not consistent with business logistic scale medium. Many businesses because of lack of time, or hire outside counsel, has applied a “template” that is not adjusted according to the actual process.

Solution: To analyze the situation and operate internal, identifying the touch points of (digital touchpoints), and new construction KNL with practicality.

Built to it – not integrated into the actual operating

Frame capacity can't “lie still on paper”. If the business does:

• Attach the frame to the job description
• Used to design the process of
• Integrated into the evaluation system, internal training

...then KNL will quickly outdated, useless.

Solution: Mounted directly KNL into the system workflow, where each processing step, approval, warning are required to attach the role, capacity comes.

Skip capacity of modern

Many KNL traditional not to mention:

• AI literacy (understanding how AI technology, operating)
• Data thinking (thinking, decision-makers from data)
• Agile mindset (thinking, flexible, quick – test – feedback)

These are the competencies required in the business of. The no updates makes training system is “lag”, hr incompetent operate the new tools.

Solution: Periodically updated competency framework based on technology, strategy commissioning new.

4. Updates new trend in KNL digital age

Number conversion is changing the structure of work, the definition of capacity:

Capacity digitized become mandatory

According to the report of World Economic Forum 2025:

• 9/10 office work will require proficiency in at least 1 automation tools or data analysis.
• Enterprise no reviews – do not grow capacity number will be “lagging power” than the market.

Capacity “working with the machine” (Hybrid capability)

Not only working with human personnel currently need:

• Work with the system workflow automatically 
• Understanding how processing systems, decision
• Know how to “debug” after the system is wrong (tracing, error, audit log)

Capacity software associated with innovation thinking

• Curiosity mindset (thinking and learning): Dare to question, dare to learn new tools
• Problem-solving mindset (problem solving): analysis – option – optimal process of
• Resilience (resistant to change): Not to “panic” when the system changes abruptly

5. FAQ – answer faq about frame capacity

Question 1: the Frame power difference with the job description?

• Job description listed to do, also KNL definition human need anything to do that (knowledge – skill – specific behavior).

Question 2: How long does it need updates KNL?

• The best is once a year, or whenever there are big changes in technology, the model operation, or switch roles internal.

Question 3: can manage KNL using what software?

• You can use Excel advanced, but encourage integrated into the system as:

• LMS (training System internal)

• Software HRM

• System workflow LV-DX Dynamic Workflow – where the frame capacity is directly attached to the work flow

KNL no longer a tool for internal hr department – which became the foundation of survival in operation management number. A KNL good will help businesses:

• Process design of chemical close to actual capacity
• Optimized selection of appropriate technology (avoid “buying excess” or “used not to”)
• Train, upgrade resources proactive instead of passive

However, KNL only valuable if it is attached to the operating procedures, the fact that the solution LV-DX Dynamic Workflow 're doing very well. LV-DX Dynamic Workflow is a platform that helps businesses:

• Design – deployment – optimized business process digitization 100%
• Each step in the process with the role, capacity specific
• Automatic alert when processes go wrong person – the wrong level – the wrong time
• Performance analysis process according to individual capacity

If you already have KNL, LV-DX Dynamic Workflow will is the ideal platform to deploy. If you haven't yet frame capacitylet's start from the construction of it to ensure the process of not broken battle right from the early days of deployment.

CONTACT INFORMATION:

• Lac Viet Computing Corporation
• Hotline: 0901 555 063 | (+84.28) 3842 3333
• Email: info@lacviet.vn – Website: https://lacviet.vn
• Headquarters: 23 Nguyen Thi Huynh, P. 8, Q. Phu Nhuan, Ho Chi Minh city