Competency Management is to identify, acquire, assess, compare and forecast competency at work, in order to mediate its supplies and demands and facilitate its exercise in line with business and development strategies. It is concerned with

• Personal career life
• Corporate human resource management
• Education and training
• Professional regulation
• Sectorial development

Competency Engineering (Competence Semantics: Engineering and Application) digitalises competency data (work experience, study records, courses, evaluation, projects, roles and responsibilities) as well as competency knowledge (competency frameworks, standards, the body of knowledge of an activity, profession or discipline), resulting in competency data banks and knowledge bases. It involves logging, extraction, modelling, transformation, loading for both competency data and knowledge.

In the transformation towards digital human resources(Deloitte Insights - 2017 Global Human Capital Trends), competency engineerng is essential for competency management. It underpins competency analytics, which is a framework of competency engineering, technology and methodologies in an integrated multi-disciplinary approach to competency managment.

Competency Analytics is our offer of a toolkit to understand competency status (past, current or future) and discover the insight for decision and action. It follows the principles of factuality and objectivity in competency data, comprehensiveness and consensus in competency knowledge, scalabilty, tracebility and consistency in competency processing (Forecast Competency Migration by a Methodology of Competency Analytics). It is a package of algorithms, frameworks, data bank, knowledge base, AI technologies and methodologies. It supports five basic operations of the competency management:

• Competency profiling (structured, semi-structutured and unstructured data)
• Diagnosis (to monitor status and progress, forecast)
• Matching (job, learning, goals, tasks and team)
• Planning (workforce, career pathways and lifelong learning)
• Assurance (compliance and accreditation)

Show cases of competency analytics in job analysis and matches

• Selecting competencies, more...
  Candidates are filtered and short-listed by the competence requirement of a vacancy. The supplies and demand are compared and scored, in different dimensions of competency with Intelartes Competency Analytics (Expert Alumini).

  
• Comparing competencies, more...
  Work opportunities and job seekers can be profiled in terms of competences, professionally specified as standards as in ETA, ONET, ROME. A closer examination of the short listed candidates can be made to understand the extent of their competencies. The snapshot below shows nine candidates has been previously shortlisted from a database of 17000 candidates. They are identified in number and colour. Their competencies are visualised in coloured ribbons. Y axe shows the extent or degree of competency derived from their work experience. The competency ribbons shows their strength and weakeness by seven competences on X Axe, defined in ROME.

  

  Source: demo Competence-based Employability Advisor
• Forecasting competencies, more...
  Current jobs can be compared with future jobs for their similarity and differences. future role is identified. Three current roles are compared with it to see competence deficiency, adequacy and redundancy for the future. (Energy & Utility Skill Foresight Workshop: a study).