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Personnel management --- competenties --- competentiemanagement

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Personnel management --- sociaal-wetenschappelijk onderzoek --- functioneringsgesprekken --- HRM (human resource management) --- beoordeling --- Flanders

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Transport law --- Road traffic --- reglementering --- wegvervoer --- transportrecht

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Competence profiles are the basic instrument used for developing a competence policy. The results of the 2011 IOA [Innovatie-Organisatie-Arbeid/Innovation-Organisation- Work] survey indicate that 23.9% of companies and organisations in Flanders have competence profiles available. 19.3% have such profiles for all employees. 8.4% of companies have personal development plans, so-called PDPs. 4.5% have such for all employees. There is a very strong correlation between PDP‟s and the availability of competence profiles. In practice, it is likely that companies do not begin with PDPs before they have competence profiles available. The availability of competence profiles as well as PDPs is strongly dependent on the conducting of evaluation and performance reviews. 80.0% of companies with job descriptions and competence profiles conduct evaluation and/or performance reviews vs. 67.1% of companies with job descriptions but no competence profiles and 37.5% of companies without job descriptions. Further analysis suggests that in practice companies likely conduct evaluation and/or performance reviews first, and later deploy instruments such as competence profiles and PDPs. 66.9% of companies with competence profiles use these for 5 or more applications within their personnel policy. Thus competence profiles appear to be an instrument that integrates differing domains of personnel policy. Both development and management objectives are pursued when applying competence profiles. 82.6% of companies with competence profiles use these profiles for predominantly management goals (assessment, remuneration) as well as predominantly development goals (training and education, career and performance reviews).