3. Process model for coaching

Process model is a method to help organizations more clearly identify their skill gaps and begin closing those gaps. Common barrier is the idea that the skills gaps are insurmountable, or will require years of training or can only solve by hiring new persons.

Competence managed model is to base on skills what your business needs. What kind of competence your people to complete activities effectively. Skills are the underlying ability, but if you think about the activities that need to be performed, it is easier to identify weaknesses that can be addressed. KNOW HOW??

  • 1) Raff study of the competence needs in the company
    – What is happening in business
    – Competence we need now and future, Competence map
  • 2)  Motivation and commitment of the company and personnel to develop the professional competences
  • 3) An initial study of the competence needs in the company
    – Workshops to find out specific competence
    – Analyzing and describing the competences
  • 4) dentifying the desirable competences
    – How to create a skills matrix
    – How to evaluate competence?
  • 5) Surveying the knowledge, skills and competences
  • 6) Comparing the present and desirable competences
  • 7)  Outlining the needs and paths of competence change
  • 8)  Prioritization of the needs for competence changes

II Competence development
8) Planning competence development tasks
9) Implementing the competence development
10) Monitoring and evaluating the competence development
11) Further actions required by the competence development (Continuous development of competences into the course of action)

Process model for the competency management – Coaching the company to maintain and develop the knowledge, skills and competences of the employees
The process model for the competency management is based on two consecutive parts I and II
Process model for the competency management – Coaching the company to maintain and develop the knowledge, skills and competences of the employees
The process model for the competency management is based on two consecutive parts I and II