Functional competence is a competency framework that encompasses the behaviours and skills an employee needs to perform their role. It’s a valuable tool that can help HR leaders to understand the skill gaps within their organisation and support development for long-term success. However, it can be difficult to determine how best to develop functional competencies that will drive real results and deliver value for the business.

Meilleure agence interim are a critical part of the competence model but are often overlooked when creating talent programmes. This is because they’re not easily measurable and can be interpreted differently by different people. For example, if someone is said to have good communication skills, it’s hard to prove whether this is true or not. However, if a person can successfully complete tasks within their job roles it’s much easier to measure the impact of this function.

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The definition of functional competence is complex and will vary depending on the industry. But, in general, it refers to a person’s ability to weigh up the pros and cons of their decision-making process and communicate the decisions they make. This applies to all people, even children. For example, under the Gillick competence test (named after a legal case), a child can be considered competent to make medical decisions if they’re able to understand their condition, the nature and effect of any proposed treatment and its attendant risks and benefits.

Developing functional competencies requires careful consideration as it’s important to balance them with technical capabilities. This is because focusing on only one area will reduce the impact of an individual’s expertise and limit their growth potential.