What is HEP
HEP is a framework built on several fundamental building blocks: knowledge & skills, task & context, organisation culture. competence journey, and competence development activities.
Each one linking together to create a holistic approach to talent and competence management.
Knowledge and Skills
In HEP there is a clear distinction between Knowledge and Skill.
Knowledge is what a person knows and understands based on study, experimentation and/or experience within certain domains. In HEP, knowledge is divided into three categories and an extra dimension.
- Knowledge that a person is using right now (current or recent)
- Knowledge that a person possess but is currently not using (hidden knowledge)
- Knowledge that a person would like to learn (driving force, motivation)
- From the above three categories, special interest can be highlighted as an extra dimension.
A person’s knowledge level is measured by self-assessments, and is verified by the system using algorithms and calibration functionality.
Skills, on the other hand, are the capabilites that help a person to use his or her knowledge. This leads to the basic definition of competence: “The ability to use knowledge and experience in order reach a result”. In HEP, those capabilities are represented by 14 competence skills.
Task and Context
In HEP, a task is a job that has to be done.
The basis for performing a task is the knowledge in the area. Besides knowledge, the task can have several characteristics and duties, e.g.: level of collaboration, specialism, pace, coordination and complexity.
Context, on the other hand, refers to the circumstances affecting a task’s performance. It can be characterised by: organisation size, globality, situational change, market volatility, and much more. Context can even include an organisation’s culture, and how it impacts task performance.
Task and Context can be mapped to create a desired job profile, making sure that every participant fits the competence profile best suited to their individual role.
Organisation Culture exists in every company, and is based, among other things, on location, profession, industry and corporate culture. In HEP, an organisations’ culture is measured using seven different dimensions, all based on extensive research. These dimensions generate a specific set of the fourteen Competence Skills.
Organisation culture has a proven impact on job performance, which is why one of the features of HEP explores how a person fits into a specific company culture.
In HEP, a person’s Competence Journey can be followed by tracking their knowledge and skill development.
A user can perform different competence development and learning activities that are connected to their Competence Journey.
Once said user has highlighted his or her areas of interest, the Competence Journey is driven in those directions. This helps the user progress according to his or her ambitions, increasing both motivation and engagement.
Competence Development Activities
All of us learn in different ways, gaining new information and knowledge every day.
In HEP, Competence Development Activities are more than just courses and traditional training. They also focus on reflection, practicing, coaching, mentoring, on-the-job training, and much more: all linked to a person’s Competence Journey and making up a part of their everyday work.