Structuring evolving competencies
How can you build a testable, traceable and revisable framework without fixing occupations in place?
3500 € per session, excl. VAT
In short
Over two days, totalling 14 hours excluding breaks, you build a prototype framework linking activities, competencies and proficiency levels. Generative AI facilitates extraction and rewording, under subject-matter oversight. You test the model’s consistency, organise its evolution and prepare a limited pilot before any rollout.
Why this training?
Competencies phrased as personal qualities make levels difficult to distinguish. A useful framework describes observable actions, the conditions in which they are performed and the expected evidence, while retaining the link with real activities. AI can speed up the alignment of wording, but can also invent requirements or erase differences between occupations. The approach requires explicit sources, human validation and version governance. Running case study: The fictional organisation Varnelle Instruments is transforming its technical support. Three occupations need to incorporate remote diagnosis. Contradictory job descriptions and fictional reports are used to build a shared framework without erasing specialisms. Transfer to the workplace: Present the prototype to a qualified HR professional and subject-matter leads, then launch the authorised pilot within a restricted scope. Record ambiguities, measure differences in interpretation and decide on revisions before extending it.
Objectives of this training
- Define the uses and scope of the framework
- Build an activities–competencies–levels architecture
- Produce observable descriptions with sources
- Test ambiguities and occupational coverage
- Define a revision process and a pilot
Who is it for and what are the prerequisites?
Roles and tasks concerned
- HR and competency development managers
- Operational project managers and training managers
Prior skills
- Be familiar with job and activity analysis.
- Be able to use a generative assistant and check its responses.
- Work with structured tables.
What you will work on
Define the HR uses
Objective: Set the boundaries of the prototype. Training, mobility, excluded uses and granularity.
Assess the sources
Objective: Separate reliable information from assumptions. Traceability, contradictions, anonymisation and minimum data.
Extract without inventing
Objective: Propose source-backed competencies. AI instructions: cite, distinguish, flag missing information.
Design the framework architecture
Objective: Link the common core and specialisms. Stable identifiers, families, relationships and definitions.
Describe proficiency
Objective: Distinguish observable levels. Autonomy, complexity, context and evidence.
Assemble the prototype
Objective: Make the model consultable. Mandatory fields, occupational links and statuses.
Test coverage
Objective: Detect poorly represented activities. Occupational scenarios, gaps and unjustified requirements.
Test the wording
Objective: Measure differences in interpretation. Peer review, bias and ambiguous criteria.
Organise future changes
Objective: Preserve consistency between versions. Proposal, validation, archiving and mappings.
Prepare the pilot
Objective: Make extension conditional on results. Responsibilities, professional validation and indicators.
What you take away
- Tabular prototype of the framework with a field dictionary
- Grid of levels and observable evidence
- Test report and correction register
- Versioning charter and pilot plan
Method and assessment
- Short inputs followed by immediate practice on the running case study.
- Individual work followed by work in pairs, with peer review of the outputs.
- Guided group discussion: what works, what needs correcting and what remains a human decision.
- Preparation: Prepare fictional or anonymised occupational profiles, without individual assessments. Check the tools authorised by the organisation and identify a qualified HR validator.
Observable criteria: Each retained competency refers to an activity and a source. ; Each level includes an observable behaviour and a piece of evidence. ; Identified duplicates and gaps are corrected or justified. ; Disagreements during the test are counted and documented. ; The pilot specifies scope, responsible parties, indicators and conditions for extension.
Frequently asked questions
Do all occupations need to be covered?
No, the prototype focuses on three occupations and six competencies explored in depth.
Can AI assess employees?
No sensitive decisions are automated; the exercises focus on fictional situations.
Who validates the proposed competencies?
A qualified HR professional, together with the subject-matter leads, checks relevance and observability.
Can internal documents be imported?
Only if anonymised and within authorised tools; the conditions must be checked with your legal department.
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