Competencies when linked to role analysis can identify whether roles have been appropriately designed to manage the process life cycle.

When competence definitions are linked to personal development portfolios and performance review and development appraisal systems, the HR function can keep track of the individual as they acquire multi functional and level competencies.

In this way design of competence definitions will assist the organisation with the establishment of a more effective HR development strategy, manpower and succession plans, training of trainers, (who in turn can establish more effective assessment centres, learning resource centres and management development programmes).