A good strategy for competence development and competence improvement is necessary to determine what knowledge and skills the organization has today, and what is needed to achieve both the goals of tomorrow and in the long term.

Plan competence development with your employees

After mapping your existing skills and identifying any gaps, you can start designing measures that actually meet your needs and which tools you can use. Plan this in close collaboration with your employees, so that individual development supports your company's strategic direction. Here is a checklist for planning strategic capacity building:

• Define which expertise the business needs
• Involve employees in the design of competency plans
• Prioritize measures based on the goals of the business
• Ensure regular follow-up and evaluation
• Facilitate continous learning and development
• Balance employee development with the interests of the business

These measures will guide you and your business in the competency development process.

Map the knowledge you need for the future

Assess the knowledge your business requires to achieve the stated goals in the coming years. Ask yourself the questions:

• Where are we now and where are we going?
• What kind of competencies are required to achieve the goals?
• What skills do we have and what are we missing?

Involve managers and professionals early in the process to adress potential financial considerations. It is important that competency development is actually realistic and feasible. The mapping forms the basis for which may need to be covered through recruitment or hiring.

Where do you lack the necessary skills?

To ensure that the company has the necessary specialized knowledge to achieve strategic goals, it is critical to assess existing skills internally. A review of the team's existing skills will reveal which areas of expertise are lacking, and whether there is a need to hire new talent or provide training to current employees. This contributes to cost efficiency by eliminating unnecessary recruitment.

• What areas of expertise are lacking?
• Who can be developed into new roles
• How can you better utilize internal resources?

Systematic reviews with employees and management teams are essential for an accurate assessment. Documentation of employee skills, such as work experience, educational background, courses, certificates and other relevant knowledge, is key to understanding the existing skill base.

In addition to systematically obtaining insight into employee skills, performance reviews can provide the company with insight into skills other than education and projects. You may discover hidden talens or areas for development.

The role of the employee and how to use it optimally

When considering a team member's role in your company, you need to consider their qualifications in relation to the company's needs. Even if the necessary skills exist somewhere in the company, could their skills be better utilized in another department or function? Right person for the right job, what specific skills are needed for the specific role?

You should also think about how you can utilize existing talents for new roles to fill any skills gaps. The process of defining job roles should be part of the development discussion between you, the department manager and the employee to ensure that all skills are used optimally. This contributes to better resource use, higher motivation and lower turnover.

Skills development in practice, solutions and tools

Do you want to improve the skills of your employees? Here are some of the most commonly used solutions and tools:

• Internal coaching: Conduct one-on-one coaching for in-depth personal development
• Knowledge sharing: Organize meetings where employees can share experiences and lessons learned across the organization
• Digital courses: Offer self-study modules through digital platforms
• Game-based learning: Introduce quizzes and games for an engaging learning experience
• Subject-specific conferences: Encourage participation in external events to expand networks and for professional enrichment
• Academic courses: Support further formal education at recognized institutions for in-depth subject knowledge

Remember to follow up and ask for feedback!

After establishing a plan to develop competence, it is essential to engage in constant dialogue with your employees. Learning is often integrated into day-to-day tasks - therefore implement routine one-on-one conversations or deeper development discussions. Organize the meetings with the help of a checklist to ensure efficiency.

It is crucial that you, as a manager, value you employees' views. Invite your employees to express their opinions on the implemented measures. Ask yourself: What does the team think about the implemented procedures? Have they gained new knowledge and skills? Can they now perform their work tasks more effectively?

Test the effect of the competence development

Evaluate the effect of the measures on the employees' performance yourself. Tests and tasks are effective for measuring the increase in competence, in addition to using employee interviews to monitor progress. Compare work performance before and after the implementation of the measures to assess improvements.

Develop or hire?

It is important to measure the measures against the company's overall goals. Have the initiatives led ro gains for the organization? Has the company managed to achieve the goals that were set? Be sure to carefully examine results such as productivity and turnover to assess the real effects of the development measures.

This process will provide a solid understanding of whether the existing competencies in the company are sufficient, or whether there is a need to hire new personnel to achieve the established goals.