Refine
Document Type
- Conference Proceeding (2)
- Article (1)
- Lecture (1)
Is part of the Bibliography
- no (4)
Keywords
- 01 (1)
- 03 (3)
- Competency management (2)
- Competency model (1)
- Core competencies (2)
- Job competency model (1)
- Kompetenzanforderungen (1)
- Kompetenzkapital (1)
- Kompetenzmanagement (1)
- Kompetenzmodell (1)
Institute
With digitalization and automation, today's economy is undergoing fundamental changes. Organizations are facing increasing complexity and dynamism, coupled with demographic shifts that require changing workforce skills and organizational flexibility. To ensure a sustainable competitive advantage, it is necessary to efficiently deploy employees based on demand. In addition, a method for early identification and targeted development of future competencies within an appropriate forecasting horizon is required. Building on theoretical foundations, this paper examines the practical challenges of describing and assessing competencies. It also examines the interrelationships between competencies and between competencies and external factors. The paper categorizes competencies based on hierarchical level and task composition, and examines relationships between competencies and external factors. It proposes a novel multi-dimensional, layered, and dynamic competency model as a holistic approach to competency management and forecasting. Finally, this paper outlines steps for validating and implementing the model, and assesses its potential for practical application in organizations navigating the evolving digital landscape.
Die gegenwärtige Arbeitswelt erlebt durch die Megatrends Digitalisierung und Automatisierung einen tiefgreifenden Wandel. Eine stetig wachsende Marktkomplexität und -dynamik sowie der demografische Wandel verändern die Kompetenzanforderungen an die Mitarbeitenden und fordern eine hohe Flexibilität der Unternehmen.
Neben dem bedarfsorientierten Einsatz der Mitarbeitenden bedarf es
einer Möglichkeit zur frühzeitigen Identifikation zukünftig erforderlicher Kompetenzen.
In the face of accelerated digital and demographic transformations, traditional competency models reveal limitations in their capacity to dynamically adapt for future workforce planning. Existing models, predominantly static, are inadequate for forecasting and strategically aligning competencies in a dynamic environment. This paper presents an approach that extends an existing competency model, creating a dynamic framework to predict the relevance of competencies. Using a qualitative method, competencies are clustered based on their coherence and relevant connections between them are identified. A supplementary quantitative study further determines the expected changes in competency relevance from a practical perspective. The integration of these results into the competency model offers a proactive tool for workforce development and strategic planning.
