In order to assess a partner company’s experience with design and define their greatest potentials for development in the field of design management, a validation was performed in cooperation with Darragh Murphy from DUCO. Each individual company filled out a self-assessment questionnaire which was analysed by DUCO, and the results for each company and organization were prepared in the form of the Design Diagnostic.
The survey has been extended to the partnership as a whole and the results were compared with 208 high-growth EU companies (5 % annual growth, operation for over 5 years and design use). The Business Design Intelligence (BDI) Report 37 presents the status of Slovene companies, providing decision makers with a valuable document.
KCDM and DUCO conducted an extremely explicit study on the positioning of design management in the processes used by the participating Slovenian companies as compared to the positioning in fast-growing companies across the EU.
The BDI analysis is based on a direct comparison of data collected from 28 KCDM 2.0 members using the reference benchmark method. The benchmark named European High Growth is filtered from the DUCO database, including 208 EU companies with an average annual growth of more than 5 % that have been operating for at least five years and use design in one way or another.
To define the kind of skills and knowledge needed by different profiles of employees at each company in order to enable the integration of design management into their business processes and strategies, a competence model was developed as early as the first KCDM (2013–2015).
The competence model used was based on the Design Management Staircase model used by the DME Awards to analyse the design management practices across Europe. The modular competence model defined five different job profiles (foreman, area engineer, project manager, process manager and design management consultant) and the basic competences for each job profile based on five different factors (awareness of benefits, process, planning, expertise and resources).
The KCDM 2.0 uses the same competence model that was developed for the first KCDM, the difference being the target audience. The new education model focuses on the top 2–3 job profiles.