Manager's Toolkit Oct 2017 Final Version

FUNCTIONAL

SKILLSETS

Functional Skillsets have been defined for the main functions with Pernod Ricard, Brand Companies and Affiliates.

Functional Skillsets are used within CBL to provide:

Once proficiency levels have been defined, it is then possible to create Job Profiles for each of the relevant roles within the business area. The employee, or “job holder” , can then be assessed against the profile – identifying their functional strengths and areas for development in relation to their current role and future career aspirations . Development areas can then be discussed with the employee and relevant development solutions can be agreed and added to their Learning Plan . We are currently in the process of developing an on-line Competency Assessment tool to support the recording and management of competency assessments – watch this space!

 Clarity around level of functional ability required for each role

 A common framework for assessment , multi-skilling , development and s uccession management

Where Functional Skillsets exist within a business area they feature a mix of specific and general functional skills (usually between 8-12 skills). 4 proficiency levels (1-4) are defined for each of the skills to better reflect the job role requirements with expected abilities . e.g. if a senior role required project management of a portfolio of projects, the level of proficiency required would be higher than that of a role where the need is to complete project tasks.