I got to know the KODE system in 2010 and I am still enthusiastic about it. With its descriptions of the 64 sub-competencies, the Competency Atlas provides an initial introduction to the topic of competency management, even for non-experts. Here, at the latest, we have aroused the interest of managers and employees to take a closer look at the subject. Deriving a competence model is a valuable tool for companies for many fields of action in human resource management. With the use of KODE in recruiting, it is possible to fill vacant positions even better, especially in the executive area, and thus to save costs. In personnel development, individual as well as collective measures can be derived very well. In my view, the code process can be used for the entire employee lifecycle. Unfortunately, this is still done too little. Nevertheless, I am very confident that in the future there will be even more focus on competencies. And as a last point I would like to mention that the code system of course only lives on enthusiastic code consultants with an appreciative attitude, who put the person in the center. Therefore, the selection of consultants is at least as important as the further development of the system.
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