kompetenssit

Kompetenssit, in Finnish usage, refer to the integrated capacities that enable a person to perform tasks and roles effectively. In HR, education, and organizational development, kompetenssit describe not only what a person knows and can do, but how they apply that knowledge in real situations. A common decomposition is knowledge, skills, and attitudes (KSAs).

Types and scope: Kompetenssit can be role-specific, industry-specific, or transferable across settings. They include technical or functional capabilities (domain knowledge, procedures) and behavioral skills (communication, collaboration, problem solving). Competence frameworks or models describe the required kompetenssit for a job or career level and may define proficiency levels.

Assessment and development: Kompetenssit are mapped through job analyses, competency models, and assessments such as performance demonstrations, simulations, tests, and 360-degree feedback. Development involves targeted training, on-the-job learning, coaching, mentoring, and experiential assignments, with progress tracked via competence assessments and individualized development plans.

Applications: In recruitment, kompetenssit guide selection and job matching; in performance management, they underpin appraisal criteria and development plans; in education and vocational training, they form the basis for curricula and qualifications. In organizational strategy, competence development supports workforce planning and resilience.

Impact: Articulating kompetenssit promotes transparency, consistency, and lifelong learning. It helps individuals understand skill gaps, supports career planning, and enables organizations to align talent with strategic goals.