A capability development framework (CDF) is a tool that organisations use to outline what skills, knowledge and behaviours are expected of their employees to fulfil their roles to meet business priorities.
A successful CDF drives recruitment, development opportunities and performance in your workforce.
When creating a capability development framework (CDF), it's important to gain input and buy-in from interested parties. This helps ensure that it is relevant to specific roles, teams, and projects and aligned with overall business strategy and objectives.
Buy-in can be achieved by opening a dialogue between managers and HR leaders.
Helps to define the necessary skills and expertise to carry out a role, making it easier to recruit new talent and measure the skills of potential candidates.
Determine what capabilities are necessary for specific job roles and establish which systems and processes an employee should know in that position.
Align employee's personal career goals with the company's strategic priorities, allowing for greater career satisfaction.
If you know certain roles will become vacant soon, you can plan for certain individuals to learn the capabilities needed to take up the role in the future.
Align employee goals with the company's overall goals and track progress through continuous feedback.
Make the L&D process more efficient, arming your employees with the skills, knowledge and behaviour needed to fulfill their roles in the company.
An under-skilled workforce, or a workforce with outdated skills, won’t be able to meet your desired organisational outcomes. A CDF can help prevent attrition before it even begins.
There are 4 stages of maturity in developing organisational capability.
Managers and HR leaders advance up the scale as they improve their expertise, of which there are 4 levels.
Tailoring the CDF to your organisation's specific needs will ensure that it addresses the specific skills gaps in your workforce and that it is relevant to the business.
Both are necessary for delivering on business objectives. Your technical skills are obviously needed to get the job done and deliver on targets. But people tend to forget that soft skills (your people skills) are just as essential for leaders to have.
Regularly assessing your employees against your CDF allows you to measure their progress in developing the necessary capabilities. It's important that their progress is known not only to you but to employees themselves, so that they understand how they’ve been developing.
Using a learning platform means you’ll be able to choose which organisational capabilities from your CDF you need certain teams and workers to develop, allowing them to learn in their own time without requiring your company to organise dedicated internal training.
