{"id":47252,"date":"2025-07-21T11:03:12","date_gmt":"2025-07-21T04:03:12","guid":{"rendered":"https:\/\/lacviet.vn\/?p=47252"},"modified":"2025-07-31T16:17:31","modified_gmt":"2025-07-31T09:17:31","slug":"khung-nang-luc","status":"publish","type":"post","link":"https:\/\/lacviet.vn\/en\/khung-nang-luc\/","title":{"rendered":"4-Step construction, competency framework suitable time switch number"},"content":{"rendered":"

Many businesses invest billions into technology solutions: from software management processes to the ERP system, BPMN or workflow automation. However, according to a survey by Deloitte (2024), more than 60% of the conversion project of failure or does not reach expectations \u2013 cause profound came from the business not properly assess or not to build a <\/span>frame capacity<\/b> (KNL)post for our team internally.<\/span><\/p>\n

\u201cWant to operate the process of effectively have to start from the human capacity\u201d, 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.<\/span><\/p>\n

1. Competency framework what is? The concept of standardization for business number<\/h2>\n

The concept according to international standards<\/h3>\n

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 \u2013 to achieve work efficiency, and strategic goals.<\/span><\/p>\n

As defined by the SHRM (society for human resource Management United States), KNL include:<\/span><\/p>\n

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

    The meaning of the competency framework in the context of culture<\/h3>\n

    In the operating environment of:<\/span><\/p>\n

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

      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.<\/span><\/p>\n

      The constituent elements of a KNL standard for business number<\/h3>\n

      A KNL modern should cover the main components:<\/span><\/p>\n\n\n\n\n\n\n\n
      Ingredients<\/b><\/td>\nDescription<\/b><\/td>\n<\/tr>\n
      Core competencies<\/span><\/td>\nIs the capacity of the organization (integrity, learning, adapting, thinking of...)<\/span><\/td>\n<\/tr>\n
      Capacity according to role<\/span><\/td>\nIs skill specific expertise, for example: accountants need to understand business + use accounting software cloud<\/span><\/td>\n<\/tr>\n
      Capacity for innovation, digitization<\/span><\/td>\nThinking technology, AI Literacy, the ability to work with workflow automation, dashboard, BI apps, RPA...<\/span><\/td>\n<\/tr>\n
      Index behavioral assessment (Behavioral indicators)<\/span><\/td>\nIs to describe specific behavior shown each level capacity: know \u2013 how be \u2013 fluent \u2013 lead<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

      Frame capacity not only to recruit or internal evaluation, but also as \u201chuman design\u201d for the entire strategy of culture.<\/span><\/p>\n

      The role of the frame capacity in the construction process solutions number<\/h3>\n

      Is the background to the design process in accordance with the internal capacity<\/b><\/p>\n

      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:<\/span><\/p>\n

        \n
      • Process too complicated, exceed the performance of the personnel<\/span><\/li>\n
      • Or vice versa: system digitized only do simple things, yet optimal resources<\/span><\/li>\n<\/ul>\n

        Mounting frame capacity with a choice of appropriate technology<\/b><\/p>\n

        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.<\/span><\/p>\n

        Is the basis to build the roadmap and training, internal conversion<\/b><\/p>\n

        From KNL, business easily design the program:<\/span><\/p>\n

          \n
        • Training according to the role<\/span><\/li>\n
        • Classification current capability \u2013 capacity target<\/span><\/li>\n
        • Route personal development in accordance with strategy number conversion<\/span><\/li>\n<\/ul>\n

          Connect to system performance evaluation, culture of<\/b><\/p>\n

          KNL is the \u201cbackbone\u201d to:<\/span><\/p>\n

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

            2. The step frame building appropriate capacity when the switch number<\/h2>\n

            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 \u2013 how true \u2013 to operate effectively in that process. To build KNL appropriate in the context of conversion of business can deploy in 4 practical steps follows:<\/span><\/p>\n

            Step 1: Identify strategic goals, competencies the organization<\/h3>\n

            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.\u00a0<\/span><\/p>\n

            Business needs answer:<\/span><\/p>\n

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

              Results:<\/span><\/p>\n

                \n
              • A list of core competencies common to all business (for example: communication of analytical thinking, data security,...)<\/span><\/li>\n
              • A matrix role to determine the competencies specialized according to each function<\/span><\/li>\n<\/ul>\n

                Step 2: analyze the work processes in the environment of<\/h3>\n

                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.<\/span><\/p>\n

                The technical analysis can be applied:<\/span><\/p>\n

                  \n
                • Diagram process BPMN: identify the steps, business processing flow conditions branch<\/span><\/li>\n
                • Matrix RACI: the clear, responsible (Responsible), decision makers (Accountable), who related (Consulted), who should be informed (Informed)<\/span><\/li>\n
                • SIPOC: clearly define the input \u2013 process \u2013 output \u2013 Customers \u2013 suppliers<\/span><\/li>\n<\/ul>\n

                  The questions to ask in each step:<\/span><\/p>\n