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Developing a
Competent
Name: Muhammad Ahmed Khan
Workforce
SZABIST Islamabad
Topics
Defining competence
Prerequisites to Competence
HRD - components applications and
framework.
Competence stages of an individual
Competence management system
(CMS)
Training your workforce Important
factors
Defining competence
Competence and incompetence- Two most
frequently used words in offices.
No one can know everything but we often confuse
competence with knowledge, common sense and
work ethics.
Being capable of doing something in a satisfactory
or effective way.
Being good enough for a purpose but not especially
good.
Having the skill or ability to do something in a
specific field or subject.
Competence is a combination of practical and
thinking skills, experience and knowledge, and may
include a willingness to undertake activities within
the agreed standards, rules and procedures.
Competence depends on the context and the
Prerequisites to Competence
To be competent an organization or
individual must have:
Sufficient knowledge of the tasks to be
undertaken and the risks involved
The experience and ability to carry out
their duties in relation to the project.
To recognize their limitations and take
appropriate action to prevent harm to
those carrying out the work ,or those
exposed by the work
H
R
D
Training
Developme
nt (T&D)
Applications and
Contexts
Processes directs,
Intellectual & Social Capital Workforce complements,
Development. Human Resource
or are built in
Management Organizational
various domestic &
Effectiveness Leadership & Strategy
international
Work System Design Change Mgt.
settings.
Process Improvement Career
Organizations
development (OD)
Competence stages of an
1: Individual is given
individual
a new job, or
assessed as not
competent
6: Unconscious
incompetence
(develops bad
habits or laxity)
2: Unconscious
incompetence
(unaware of
limitations)
5:Unconscious
competence
(develops good
habits )
3:Conscious
incompetence
(during training and
development)
4:Conscious competence
(trained and assessed as
competent)
COMPETENCE MANAGEMENT
SYSTEM CYCLE
An process that seeks to logically integrate
a number of related management activities.
Like most management systems it
involves
Designing,
Planning,
Implementing,
Monitoring
Reviewing.
assess risks
5: Verify, audit & 2. Select standards
review
14. VerifyCMS
and audit the
CMS
15. Review and feed back
4: Maintain &
develop competence
10. Monitor and reassess
performances
11. Update the
competence of individuals
12. Manage sub-standard
performance
13. Keep records
3: Implement the
CMS
Thank
you