This vocabulary forms the backbone of discussions and strategies around Capability Frameworks and is vital for HR professionals to master for effective talent management and organisational development.
Here’s a list of key terms and phrases often associated with Capability Frameworks:
Competency
The combination of observable and measurable knowledge, skills, abilities, and personal attributes that contribute to enhanced employee performance and ultimately result in organisational success.
Behavioural Indicators
Specific examples of actions and behaviours that demonstrate the presence of a competency at a certain level of proficiency.
Proficiency Level
The degree of competence with which an individual can perform a skill or competency, often defined in levels (e.g., foundational, intermediate, advanced).
Skill Gap Analysis
The process of identifying the skills and knowledge an employee needs to meet the requirements of their job role compared to their current capabilities.
Development Plan
A detailed plan of action designed to improve an individual’s knowledge, skills, and competencies required for a specific role or career path.
Role Profiles
Descriptions of specific roles within an organisation, including the competencies and proficiency levels required to perform effectively.
Performance Management
The ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organisation.
Succession Planning
Identifying and developing internal people with the potential to fill key business leadership positions in the company.
360-Degree Feedback
A system in which employees receive confidential, anonymous feedback from the people who work around them, including peers, managers, and direct reports.
Learning and Development (L&D)
The process of enhancing an employee’s skills, knowledge, and competency through various forms of training and education.
Talent Management
The commitment of an organisation to recruit, retain, and develop the most talented and superior employees available in the job market.
Organisational Culture
The values, expectations, and practices that guide and inform the actions of all team members.
Employee Engagement
The emotional commitment the employee has to the organisation and its goals, often resulting in the willingness to volunteer extra effort.
Leadership Development
Programs or activities that enhance the quality of leadership within an individual or organisation.
Strategic Alignment
The process of aligning the workforce’s capabilities and competencies with the organisation’s mission, goals, and strategies.
Diversity and Inclusion
Policies and practices that promote the representation and participation of diverse groups of people, including people of different ages, races, ethnicities, abilities, genders, religions, cultures, and sexual orientations.
Agile Workforce
The ability of an organisation’s workforce to quickly adapt and respond to changing business needs and environments.
Digital Literacy
The ability to use digital technology, communication tools, or networks to locate, evaluate, use, and create information.
Change Management
The approach to transitioning individuals, teams, and organisations to a desired future state to achieve and realise change effectively within an organisation.
Employee Value Proposition (EVP)
The balance of the rewards and benefits that are received by employees in return for their performance at the workplace