Creating function and competency profiles
Unclear roles lead to frustration and inefficiency. With clear job and competency profiles, everyone knows what is expected and you have a solid foundation for selection, evaluation, and development.
Supported profilesprepared together with your employees
Good profiles are much more than a job description.
Clear roles and responsibilities
Everyone knows what is expected of them. This prevents overlap and frustration.
Targeted recruitment and selection
A clear competency profile is the foundation for a good job vacancy and an objective selection process.
Performance reviews and performance reviews
Profiles provide a concrete framework for discussing performance and growth.
Developing competences
Having a view of the desired competencies makes training and coaching much more focused.
Customised competency framework
A shared language about competencies, tailored to your organisation and culture.
Career and development
Clear profiles show employees what steps they can take.
Do you want clarity in roles and competencies?
In a no-obligation consultation, we will look at what you need.
Profiles that live within the organisation
We don't keep profiles behind a desk; instead, we work with the people who perform the functions. This way, they are recognisable, behave appropriately, and are immediately usable.
Interviews and workshops
We involve employees and managers in the creation of the profiles.
Practical to apply
Profiles that you really use in selection, evaluation and development.
Tailored to your organisation
A structure and language that fit your culture.
Thanks to the right approach from attendo, the various stakeholders had the necessary trust at all times and the necessary security was created to discuss matters with full transparency, expose vulnerabilities, and take joint steps together.
Ann De Schutter
HR Manager, Huize Walden
How do we create function and competency profiles?
Admission and roadmap
Based on an initial meeting with the various parties involved, a plan of action is drawn up. This involves the concrete rollout of the various phases and a timeframe for the entire project.
Interviews & workshops
All employees have the opportunity to share their ideas and impressions. Based on interviews and workshops, the various functions are reviewed. The collected input & feedback are used to create job profiles and competency wordbooks.
Communication & implementation
After the development of the job profiles and the competency framework, they are gradually rolled out across the organisation, with a transparent approach being central. In addition, it is important that the results are kept up to date and evolve with the organisation.
For whom?
For organisations that are growing, restructuring, or professionalising their HR policies.
✓Growing SMEs that want to bring structure
✓Organisations after a reorganization or merger
✓HR teams that want to make selection and evaluation more objective
✓Managers who want to set clear expectations
Frequently asked questions about job and competency profiles
What is the difference between a job profile and a competency profile?
A job profile describes the tasks, responsibilities, and results of a job. A competency profile describes the skills, knowledge, and behaviour required to perform that job well.
What is a competency framework?
A competency framework is an overview of competencies with a clear description and behavioural indicators. It creates a shared language within the organisation.
How do you create a competency profile?
You start from the objectives of the position, determine which competencies are needed and describe concrete behaviours per competency. By involving employees and managers, the profile is carried out.
How long does it take to create profiles?
That depends on the number of functions and the involvement of the employees. After the intake, we create a step-by-step plan together.
Interested in getting started?
A first consultation is without obligation. Tell us what you need, and we will work out a plan together.