In 2005, in the context of the Primavera - HR policy and HR department reorganisation, the province of Antwerp chose to implement competence management as a leading principle for the different HR processes in the organisation. At that time no software package was available to support the different HR processes. Everything was saved in separate Access or Excel lists per department and was not interlinked. Thus, this project was launched, setting up a user-friendly software package whereby managers and employees could smoothly retrieve the required information to take control of their own development.
The project mainly consists of three phases: during the first phase (2007/2008) it was the aim to write competence-oriented job descriptions for all the administration staff. This was achieved by intensively assisting the staff and managers in the writing process as the provincial administration has a diversified workforce in terms of education and employment level. Since competence management should not be a topdown project, the competence-oriented job descriptions were written individually in consultation between superiors and the employees, with intensive assistance from HRM. The aim of the second phase was to manage competence management by means of IT solutions and let staff manage their competence profile by means of an integrated self-service HR package (PeopleSoft/Oracle), especially within the performance and assessment processes and VTO (Education, training and courses).
This phase consists of three sub phases. During the first sub phase, (Bas Compazz) computer access and training is offered to all staff. Computer kiosks were set up at over 20 locations within the administration to be used by employees who do not have a desk with a PC (such as cleaners, reception staff and security, but also technicians). Thus, everyone has physical access to the administration’s intranet and by extension to the electronic HR tools which the administration was already using or was preparing to use (competence management in PeopleSoft). Since some employees had no computer experience or skills an intensive training was provided. During the second sub phase, (mid 2008 - March 2009) the standard PeopleSoft application was adapted to the terminology and the characteristics of the administration. In terms of performance management a system was developed which allows the employee and superior to go through the entire one-year cycle together in electronic format in which personal development plans outlining goals and evaluation can be drawn up. Finally, a tool was developed to give managers and employees a better insight into their own abilities, with references to the competency training. The third sub phase (autumn 2009) intends to roll out this application in the organisation. An extensive training phase will again be implemented at this time. A hardcopy manual of the e-HR application is also being developed which should of practical use for every employee, at every level, and which should allow employees to get the most out of the e-HR tool.
|Award category:||leadership and change|
|Sector:||Education (higher and lower), training and learning|
|Type of activity:||community and stakeholder participation|
|Keywords:||Competence management, competence training, HR processes|
|Short English description:||Thus, this project was launched, setting up a user-friendly software package whereby managers and employees could smoothly retrieve the required information to take control of their own development|
|Organisation:||Province of Antwerp|
|Level of government:||regional level|
|Size of organisation:||>100|
|Number of people involved:|
|EU membership:||EU member|