Competence profile

The purpose of competence profiles is to give employees support from Regent to achieve their personal competence goals.

With the competence profile, the employee receives a more regular follow-up of their competence development than is the case with traditional development interviews. With the competence profile, Regent gets a clearer picture of which direction the employee wants to go and can thus more easily support employees to achieve their goals through processes, networks and budgets for competence development.

The questions each person needs to answer in order to set a competence profile are partly what the overall key word for the profile is, such as “Quality” or “.Net” . Then a defined target image is also required for one or a couple of sentences in the style of “XXX will become an established name in Test Automation and thus a sought-after lecturer and advisor when it comes to developing system-adapted test frameworks” or “XXX wants to get better at .Net and thus get better assignments ”.

The process for setting up a competence profile is that the employee and his or her immediate superior agree that the employee must have a competence profile. After this, a meeting is booked, usually 2 hours, where the overall goal picture is set up with a level of ambition around the various goals. After this, a telephone meeting takes place once a month where goal fulfillment is followed up and any activities are planned.

The picture below shows what a basic template around a competence profile looks like. As can be seen from the picture, there are defined areas that can be focused on. On the other hand, it is enough for the employee to focus only on one of these areas, or for that matter also add other areas that are not already defined.