Driving Cost Optimization and Employee Engagement Through Competence


Monday, July 12, 2021 / 16:55 PM / By Ruth Pelemoh, Analyst, Phillips Consulting / Header Image Credit: European Commission

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Several organisations have seen the relevance of employees having the right competencies per time and how it births and enhances growth and productivity. Competencies speak to both the technical skills of a job and the values/behavioural expectations of the job, sometimes referred to as "Soft skills." However, this is a bit exaggerated because there is nothing 'Soft 'about these skills. After all, a well-defined set of competencies can help an organisation better evaluate and measure employee performance.


Competencies can be improved on and enhanced by training and development and job rotation, which happen from time to time in organisations. These skills are set into a framework that brings together several well-defined job responsibilities. This informs the employee of all that is expected on the job and the different proficiency levels they must possess to perform effectively and achieve performance targets easily.


Why should your organisation develop competencies?

  • Teams/departments will perform at their optimum capacity, which will increase efficiency, drive performance, intensify growth and productivity, thereby fulfilling the organisation's strategic objectives.
  • Encourages confidence in leadership.
  • It provides employees with the enablement to monitor their development.
  • Skills and competency gaps are identified efficiently.
  • It helps organisations budget right on trainings and developmental activities needed by employees to perform effectively in today's business world.


Employee competencies can be integrated into performance appraisals, hiring practices (recruitment), succession planning, onboarding orientations, and other forms of employee communications.


At pcl., we believe in the importance of developing competencies for each job role, as it gives a clear understanding of what is expected from employees. They can be trained in line with requirements and ultimately perform to their best. Over the past 28 years, pcl. has worked with organisations to build customised competencies for their organisation by offering solutions that assist companies to access, maintain, and monitor their employees' knowledge, skills, and attributes. Also, with well-defined and relevant competencies developed for an organisation, there is bound to be improved productivity. These assists managers make informed decisions about how they recruit the right talent, navigate their succession planning agenda, improve employee retention, deepen the performance management discussion, and create value for their organisation.


If you would like us to work with you in developing a customised competency dictionary or framework, kindly send an email to people@phillipsconsulting.net



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Previous Posts by Phillips Consulting

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2. Digital Transformation: The Medium Is Not the Message

3. Workforce Planning in the New Normal

4. Succession Planning - A Focus on Microfinance Banks in Nigeria

5. Boarder-less Workplaces: A Review of the Concept and Benefits

6. Three New Rules of Talent Development

7. Your People, Your Biggest Brand

8. Dynamic Working and the New People Policies

9. What to Look Out for in the World of Learning in 2021

10. Effective Performance Management Practices in the New Normal 

11. Cost Optimization Through Organizational Effectiveness 

12. Cybersecurity Checklists for Remote Working

13.  Improving Business Efficiency Through Analytics

14.  Turbocharging the Year with the Right Competencies



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