Lecture # 10

Developing a
Competent
Name: Muhammad Ahmed Khan
Workforce
SZABIST Islamabad

components applications and framework.Topics Defining competence Prerequisites to Competence HRD . Competence stages of an individual Competence management system (CMS) Training your workforce – Important factors .

experience and knowledge.Two most frequently used words in offices. Being good enough for a purpose but not especially good. No one can know everything but we often confuse competence with knowledge.Defining competence Competence and incompetence. Competence depends on the context and the . and may include a willingness to undertake activities within the agreed standards. Competence is a combination of practical and thinking skills. Having the skill or ability to do something in a specific field or subject. rules and procedures. Being capable of doing something in a satisfactory or effective way. common sense and work ethics.

or those exposed by the work . To recognize their limitations and take appropriate action to prevent harm to those carrying out the work .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.

and organizational levels. Training Developme nt (T&D) Applications and Contexts Processes directs.T&D develops human expertise for the purpose of improving performance. • Human Resource or are built in Management • Organizational various domestic & Effectiveness • Leadership & Strategy • international Work System Design • Change Mgt. process. • settings. Primary components of HRD: . Intellectual & Social Capital •Workforce complements. . H R D Process to develop & unleashing expertise to improve performance at the individual.components applications and framework . .HRD . Development. group. Process Improvement • Career Organization’s development (OD) Development • Quality improvement.OD unleashes human expertise for the purpose of improving performance.

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) .

Once the skills are defined. As the software is an enterprise system installed on . and analyze competency-related data. determine training goals. The practice defines the skills in which an organization is interested. a certain application or knowledge of an accounting practice.e. Software based applications help organizations to store. i. These skill and personnel descriptions are used to forecast needs. and measure progress toward those goals. widely used practice that consists of all of a (CMS) company's formal.Competence management system An old. organized approaches to ensuring that it has the human talents needed to meet its business goals. search. each employee (or subcontractor) is described based on these standardized definitions.

operations can be carried out at a more complex level.Competence management system (CMS) Objectives of CMS is to: Control a cycle of activities within the company or organization in a logical and integrated manner and assure competent performance at work and further development. That they have received appropriate training. It aims to ensure that. Individuals are clear about the performance that is expected of them. That they maintain or improve their competence over the time. Over the time as knowledge and practical experience grows. development and assessment. Such an approach also increases confidence of the .

CMS can be viewed as a cycle defined by 15 principles linked in five phases. Planning. Monitoring Reviewing. as shown in the next slide.COMPETENCE MANAGEMENT SYSTEM CYCLE An process that seeks to logically integrate a number of related management activities. Like most management systems it involves Designing. Implementing. .

Control activities undertaken . Update the competence of individuals 12. Select standards review 14. Establish training requirements.5 phases 1: Establish CMS requirements 1. development and assessment 6.COMPETENCE MANAGEMENT SYSTEM CYCLE . Identify activities & assess risks 5: Verify. VerifyCMS and audit the CMS 15. Review and feed back 4: Maintain & develop competence 10. Train. Select and recruit staf 8. Manage sub-standard performance 13. Maintain managers’ competencies 3: Implement the CMS 7. Keep records 2: Design the CMS 3. Decide how to meet the standards 5. develop and assess staf 9. Monitor and reassess performances 11. Develop procedures and methods 4. audit & 2.

FIVE Phases and 15 principles of CMS 1/5 Phase 1: Establish requirements for the CMS Requirements for the system are established starting with the identification of activities that may affect operational safety and occupational health and safety (Principle 1). with control measures. identifies those activities where the competence of people to control risks is important. This leads to defining and selecting the competence standards for individuals to enable them to control risks consistently (Principle 2). The risk assessment. .

How each competence standard is met and assessed is then established (Principle 4). methods and work instructions for operating the system are developed to achieve consistency (Principle 3).FIVE Phases and 15 principles of CMS 2/5 Phase 2: Design the CMS The procedures. Competencies and responsibilities of those managing and operating the system are established (Principle 6). development and assessment requirements is established (Principle 5). The extent of the training. .

. And trained. developed and assessed (Principle 8) against the competence standards and methods already selected (Principles 2 and 4). Control processes should be established to ensure that staff and contractors only undertake work for which they are competent (Principle 9).FIVE Phases and 15 principles of CMS 3/5 Phase 3: Implement the CMS Staff and recruits are selected and recruited (Principle 7) Against standards selected previously.

Records must be maintained and made available when requested (Principle 13).FIVE Phases and 15 principles of CMS 4/5 Phase 4: Maintain and develop competence Monitoring and reassessment of the staff ensures that performance is being consistently maintained (Principle 10). standards and equipment. In particular. And that competence of individuals is updated (Principle 11) in response to relevant changes including changes in legislation. . systems are required to identify sub-standard performance and restore the competence of individuals (Principle 12).

audit and review the CMS Verification and audit of the system (Principle 14) checks the competence assessments and the assessment process. Company management reviews the whole system and feedback. This process helps to update the requirements for the competence management system which returns the system back to phase 1 onwards leading to changes or modifications to system design. using the information from verification and audit (Principle 15).FIVE Phases and 15 principles of CMS 5/5 Phase 5: Verify. .

Training your workforce Few Important tips Start with clear and manageable goals Identify your business's weaknesses Decide when you will hire new talent Set up ongoing support to sustain the changes Revise and update the job description Create a culture conducive to competence Build trust with your employees Value continual learning Foster a social environment Evaluate your employees Mentor your employees Competence assessment and evaluation .

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