Database Reference
In-Depth Information
The five major components of SPUD consisted of:
1. Developing a structure of competence types and levels
2. Defining the competencies or skills
3. Rating the performance or individuals based on the defined
competencies
4. Implementing the knowledge competencies in an online system
5. Linking the competence model to training
Within each of the four competence types—entry level or founda-
tion, local or unique, global, and universal—are two separate skill cat-
egories: explicit, which involves expertise in specific tools or methods,
and implicit, which involves abstract thinking and reasoning skills.
For example, knowledge of Microsoft Access is an explicit compe-
tence, while problem solving can be considered implicit. Going into the
pilot, Microsoft identified 137 implicit competencies and 200 explicit
competencies.
Within each competence, there were also four defined skill levels: Level
1, basic; Level 2, working; Level 3, leadership; and Level 4, expert. A sam-
ple competence description is shown in Table 1.1.
There are a variety of benefits to the competence model. These include:
1. Provides a better fit of employee to specific job
2. Enables managers to find the right employee more quickly
3. Provides an organizational view of knowledge assets that is a valu-
able input into strategic planning
4. Enables creation of detailed job descriptions so that #1 can be more
easily achieved
5. Enhances ability to match employee to training offerings (Training
can now be targeted at specific skill gaps.)
6. Improves general overall competencies of the entire firm
(Theoretically, an improvement in the skill levels of individual
employees should lead to an improvement of skill levels within the
firm as a whole.)
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