Level 4
The Managed Level:
Since the workforce capability is now measurable, the
company can develop methods for measuring it. The first objective
at the Managed level is to create quantitative methods for measuring the
core competences, their growth and the alignment of performance across the
levels of the organization. Management of these competences will
henceforth be used as a strategic advantage.
Two other objectives are team building and mentoring. Teams, consisting of
people with complementary skills, are constituted in order to maximize the
efficiency of applying the core competences. Mentors are supplied to both
individuals and teams to provide support, guidance and skill development.
It is now possible to determine the development trends of the workforce
capability within the organization.
Level 5
The Optimizing Level:
When a company has climbed this high on the "ladder" of maturity the further development work will consist of optimizing the current workforce activities. The organization will have a continuous focus on the improvement of individual competences and finding innovative ways of improving the workforce motivation.
Coaches are made available to support personal- and team development.
Innovative practices, technologies and tools are evaluated and the most promising ones are used in trials on the company. Successfully tested methods are distributed over the organization. The culture in the optimizing organization is one in which all members of the workforce are striving to improve the performance of the individual-, team- and unit knowledge, skills and motivation in order to improve the overall organization performance.
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