The Manager's Toolkit

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.