{"id":31389,"date":"2019-10-31T21:40:59","date_gmt":"2019-10-31T18:40:59","guid":{"rendered":"https:\/\/prohoster.info\/blog\/upravlenie-znaniyami-cherez-modeli-kompetentsij\/"},"modified":"2019-10-31T21:40:59","modified_gmt":"2019-10-31T18:40:59","slug":"upravlenie-znaniyami-cherez-modeli-kompetentsij","status":"publish","type":"post","link":"https:\/\/prohoster.info\/en\/blog\/news\/upravlenie-znaniyami-cherez-modeli-kompetentsij","title":{"rendered":"Knowledge management through competency models","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

The Matrix is a film by the Wachowski sisters, rich in meanings: philosophical, religious, and cultural, and sometimes it is seen as a reflection of conspiracy theories.<\/a><\/noindex>There is another interpretation \u2014 teamwork. In a team, there is a seasoned team lead and a young specialist who needs to be quickly trained, integrated, and sent off to complete a task. Yes, there are specifics with leather coats and sunglasses indoors, but otherwise, it\u2019s a movie about collaboration and knowledge.<\/p>\n

\"Knowledge
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\nUsing The Matrix as an example, I will explain why managing knowledge within a team is essential, how to integrate it into the workflow, what is meant by 'competence' and 'competency models', how to assess expertise, and how to transfer experience. I will also discuss cases such as losing a valuable employee, wanting to earn more, and managing knowledge during development.
\n<\/a><\/noindex>
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\r\n \"Play\r\n
<\/div>\r\n <\/div><\/center><\/p>\n

Team leads are often concerned about various issues. How to build a super team faster and more effectively?<\/strong> It seems there are budgets and projects available, but the people are either unavailable or they learn slowly. How to not lose valuable knowledge? <\/strong>Sometimes people leave, or management comes in and says: 'We need to cut 10% of the staff. But we cannot afford any disruptions!' Will there be an KnowledgeConf<\/a><\/noindex> afterparty?<\/strong> All these questions are addressed by one discipline \u2014 knowledge management.<\/p>\n

Knowledge management is the key to answers.<\/h2>\n

\nYou surely have experience growing a team or letting people go, but you may lack experience organizing parties after conferences. You might wonder what the similarity is. It lies in the mindfulness of actions.<\/p>\n

I approached the issue of working with people more thoughtfully after hearing HR say:<\/p>\n

\u2014 You need senior developers, but how about we hire juniors, and you will grow the seniors yourself?
\n<\/i>
\nHow much time will it take to turn a junior into a senior?<\/strong> 2 years, 5 years, 25? And how long to develop a conference website? KnowledgeConf<\/a><\/noindex>? \u041d\u0430\u0432\u0435\u0440\u043d\u043e\u0435, \u043d\u0435 \u0431\u043e\u043b\u044c\u0448\u0435 \u043f\u0430\u0440\u044b-\u0442\u0440\u043e\u0439\u043a\u0438 \u043c\u0435\u0441\u044f\u0446\u0435\u0432. \u041f\u043e\u043b\u0443\u0447\u0430\u0435\u0442\u0441\u044f, \u0447\u0442\u043e \u043c\u044b, \u0440\u0430\u0437\u0440\u0430\u0431\u043e\u0442\u0447\u0438\u043a\u0438, \u0443\u043c\u0435\u0435\u043c \u043e\u0446\u0435\u043d\u0438\u0432\u0430\u0442\u044c \u0444\u0438\u0447\u0438: \u0432\u043b\u0430\u0434\u0435\u0435\u043c \u043f\u0440\u0430\u043a\u0442\u0438\u043a\u043e\u0439 \u0434\u0435\u043a\u043e\u043c\u043f\u043e\u0437\u0438\u0446\u0438\u0438 \u043f\u0440\u043e\u0433\u0440\u0430\u043c\u043c\u043d\u044b\u0445 \u0441\u0438\u0441\u0442\u0435\u043c. \u0410 \u043a\u0430\u043a \u0434\u0435\u043a\u043e\u043c\u043f\u043e\u0437\u0438\u0440\u043e\u0432\u0430\u0442\u044c \u043b\u044e\u0434\u0435\u0439, \u043d\u0435 \u0437\u043d\u0430\u0435\u043c.<\/p>\n

People can also be decomposed.<\/strong>Each of us can be digitized and broken down into 'atoms' of knowledge, skills, and competencies. This can be easily illustrated with a story from The Matrix \u2014 a film that is already 20 years old.<\/p>\n

Welcome to the Matrix.<\/h2>\n

\nFor those who haven't watched or have forgotten, here's a brief non-canonical summary of the plot. Meet the characters.<\/p>\n

The main character is Morpheus. This guy mastered various martial arts and offered people pills.<\/p>\n

\"Knowledge<\/p>\n

A strange woman, the Pythia, has cookies, and she is an oracle. But right now in Russia, there is a trend for import substitution, so she is a seer. The Pythia was famous for answering questions with ambiguous phrases.<\/p>\n

\"Knowledge<\/p>\n

Two bouncers and team members \u2014 Neo and Trinity.<\/p>\n

\"Knowledge<\/p>\n

Once, Morpheus got caught with pills and was taken to the headquarters by an agent named Smith, codename 'Elf'. Trinity and Neo set out to rescue Morpheus from custody. They didn't know how to do it, so they decided to ask a smart person. They went to the Pythia:<\/p>\n

N: \u2014 How can we get Morpheus out?<\/em><\/p>\n

P: \u2014 What do you have for that, what are your skills?<\/em><\/p>\n

To solve the problem, certain skills or competencies are needed \u2014 the ability to solve a specific class of tasks<\/strong>. What competencies does the team need to achieve its goals?<\/p>\n

Competence<\/h2>\n

\nEach of us possesses a considerable number of competencies, each of which is a combination of three components.<\/p>\n

Competence is knowledge, skills, and character.<\/p><\/blockquote>\n

\nThe first two components are our abilities or Hard Skills<\/strong>. We know something and can do something \u2014 one knows how to get from St. Petersburg to Moscow, another knows why manhole covers are round. There are also practical skills, like fast typing or using a clicker. Each of us has character traits \u2014 these are Soft Skills<\/strong>. All together \u2014 these are competencies. Neo and Trinity have their own competencies: Neo could fly, while Trinity was an excellent shot.<\/p>\n

A set of competencies allows for more meaningful, competent, and successful actions.<\/p><\/blockquote>\n

<\/p>\n

Competency Model<\/h2>\n

\nLet's examine, using developers as an example, what the competency model consists of.<\/p>\n

Practices and tools. <\/strong>To program, one needs to know at least one programming language, the principles of building complex systems, and how to test. We are also skilled in using various development tools \u2014 version control systems, IDEs, and are familiar with management practices \u2014 Scrum or Kanban.<\/p>\n

Personnel and working with them<\/strong>. These are competencies related to team formation and collaboration, feedback, and employee motivation.<\/p>\n

Subject area<\/strong>. This encompasses knowledge and skills in a specific subject area. Each person has their own, whether large or small: fintech, retail, blockchain, education, etc.<\/p>\n

Returning to 'The Matrix'. All the competencies present in Neo and Trinity's team answer three simple questions: What we do, how we do it <\/strong>and Who does it<\/strong>. When Pythia shared this with Neo and Trinity, they reasonably remarked: \u201cGreat story, but we have no idea how to build our competency model.\u201d<\/p>\n

How to build a competency model<\/h2>\n

\nIf you want to build a competency model to use in your activities, start by understanding what you do.<\/p>\n

Create the model from processes. Step by step, decompose which skills, abilities, and knowledge are needed to complete each stage of your work.\n<\/p><\/blockquote>\n

<\/p>\n

What is needed for successful process completion<\/h3>\n

\nThe competencies required by Neo and Trinity to rescue Morpheus included shooting skills, stunts, jumping, and beating up guards with various objects. Then they needed to determine where to go \u2014 the skill of orientation in the building and using the elevator. Lastly, piloting a helicopter, shooting from a machine gun, and using a rope came in handy. Step by step, Neo and Trinity identified the necessary skills and built the competency model.<\/p>\n

Every activity can be broken down into the knowledge and skills needed to solve a specific task.<\/p><\/blockquote>\n

\nBut is a model alone sufficient for knowledge management? Of course not. A list of necessary skills is a useless topic by itself. Even in a resume.<\/p>\n

To understand how to manage knowledge better, you need to understand the level of that knowledge in your team<\/strong>.<\/p>\n

Knowledge level assessment<\/h3>\n

\nTo decide who will do what during the rescue operation, Neo and Trinity need to understand who is best skilled in which competencies.<\/p>\n

Any system will do for assessment<\/strong>. Measure in pink elephants if you like, as long as the system is consistent. If you assess one group of employees in snakes and another in parrots, it will be difficult to compare them to each other. Even with a coefficient of x38.<\/p>\n

Come up with a unified assessment system.<\/p><\/blockquote>\n

\nThe simplest grading system we\u2019re familiar with from school is scores from 0 to 5. Zero means a complete zero \u2014 what else could it mean? A five indicates that a person can teach something. For example, I can teach how to build competency models \u2014 I score a five. Between these values lie different stages: attended conferences, read a book, practices often.<\/p>\n

There may be other assessment systems. You can easily choose a simpler one.<\/p>\n

\"Knowledge<\/p>\n

There are only 4 options here, it's hard to get confused.<\/p>\n