The SFIA framework supports the development and implementation of skills management within organisations in several ways:

• Provides a common language for skills: SFIA provides a standardised set of skills and competencies that are recognised globally. This common language helps organisations to define, assess and develop the skills of their employees in a consistent way.
• Defines seven levels of responsibility: SFIA defines seven levels of responsibility, from Level 1 (Follow) to Level 7 (Set strategy, inspire, mobilise). This allows organisations to map skills to specific roles and responsibilities, and to identify the skills gaps that need to be addressed. Each level is characterized by generic attributes which describe behavioural factors.
• Supports a wide range of skills management activities: SFIA can be used to support various skills management activities, including workforce planning, recruitment, performance management, learning and development, and succession planning. For example:
  • Workforce planning: SFIA can help organisations to identify the skills they will need in the future, and to develop plans to source those skills.
  • Recruitment: Organisations can use SFIA to develop job descriptions and to assess the skills of candidates.
  • Performance management: SFIA can be used to set performance objectives, to provide feedback on performance, and to identify development needs.
• Provides a flexible framework: SFIA is a flexible framework that can be adapted to meet the specific needs of different organisations. For example, there are a number of SFIA views available that focus on specific industry sectors or job roles.

Overall, the SFIA framework provides a comprehensive and practical approach to skills management that can help organisations to improve their performance and competitiveness.