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The importance of competences for personal and organizational success is widely recognized and there are many approaches and examples for competence management implementations. The reason for this interest is the inflence of competences on the performance. Although the main reason for managing competences is performance improvement, there is a lack of approaches that include performance monitoring in the competence management implementation. Therefore the impact of competence management on performance cannot be proven directly. The main difficulty here is to link the employee's competences to the correct indicators measuring the employee's performance. To bring the concept of competence and performance together a new approach for process-driven analysis of competence levels and process performance indicators is developed. It uses business processes as basis for the definition of competences and performance indicators and to assign employee's competences to the correct performance indicators they influence. It enables the combined analysis of competence and process performance development based on historical data.
About the author
Juliana Boja was born in 1978 in Sofia(Bulgaria). In 2002 she moved to Austria where she graduated in Applied ComputerScience at the University of Salzburg as well as in Business Adminstration atthe University of Vienna. Since 2009 she has been working as IT- andTreasury-Consultant.
