How to Link Competencies to a Job

Updated on Oct 23, 2024

Personnel>>Setup>>Organisation>>Structure >> Jobs >> Expand Record >> Job Competencies

Link Jobs to required Competency by Level

In HRplus, Linking Jobs to Required Competency Levels ensures that each job is aligned with the necessary skills, knowledge, and behaviors for successful performance. After creating competencies, levels, and assigning points, these competencies must be linked to the relevant jobs.

You can either add each competency individually or import a Job Competency Template. This setup allows you to define competency levels, assign weights to each competency based on importance to the role, and align these with the organization's strategic goals. By doing so, you ensure that employee evaluations reflect the specific requirements of their role, with the total competency weight for each job adding up to 100%.

This integration in HRplus helps streamline job performance assessments and supports employee development tailored to job-specific competencies.

How does it work?

After the Competencies, Levels and associated points have been created, they must then be linked to each job to which they apply. There are two ways in which the competencies can be linked to a job.

Add each Competency to a Job.
Import the Job Competency Template.

Step 1: Link the Competencies

Step 2. Complete the Competency Details

Company Code and Name: This will be auto-filled based on the Company selected in the preliminary search.

Job Code and Name: This will be auto-filled based on the Company selected in the preliminary search.

Competency Code and Name: Select the Competency at the appropriate level that is required for that specific job.

Level and Level Description: This will be auto-filled based on the Competency Level selected above.

Date From: Enter the date from which this competency is relevant to the job within your company. If the competency is time specific, then enter a period.

To Date: If this competency has an expiry date please enter that date here.

Weight: Assign a numerical value to define the weight of the competency based on its importance among all the competencies linked that that specific job.

By incorporating weighting into the appraisal process, organizations can differentiate between critical competencies that heavily influence job performance and those that are relatively less significant. The weights reflect the relative significance of each competency in contributing to the overall success and performance of the employee based on strengths, weaknesses, and overall contributions in their role. It also helps align performance assessment with the strategic objectives of the organization and the specific requirements of the employee's role.

The total weight assigned to all competencies for each job should add up to 100% to maintain consistency.

Save the record and repeat it to link more competencies to the job.