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 .

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

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

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

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 stages of an 1: Individual is given individual a new job.

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

development and assessment. That they have received appropriate training. operations can be carried out at a more complex level. Such an approach also increases confidence of the . Individuals are clear about the performance that is expected of them. Over the time as knowledge and practical experience grows. It aims to ensure that. That they maintain or improve their competence over the time.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.

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

VerifyCMS and audit the CMS 15. Establish training requirements. Select standards review 14. Review and feed back 4: Maintain & develop competence 10. Decide how to meet the standards 5. Control activities undertaken . audit & 2. Maintain managers’ competencies 3: Implement the CMS 7.COMPETENCE MANAGEMENT SYSTEM CYCLE . Manage sub-standard performance 13. develop and assess staf 9. Monitor and reassess performances 11. Update the competence of individuals 12. Develop procedures and methods 4. development and assessment 6. Identify activities & assess risks 5: Verify. Train. Keep records 2: Design the CMS 3. Select and recruit staf 8.5 phases 1: Establish CMS requirements 1.

identifies those activities where the competence of people to control risks is important.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. This leads to defining and selecting the competence standards for individuals to enable them to control risks consistently (Principle 2). The risk assessment.

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

. And trained. developed and assessed (Principle 8) against the competence standards and methods already selected (Principles 2 and 4).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. Control processes should be established to ensure that staff and contractors only undertake work for which they are competent (Principle 9).

. And that competence of individuals is updated (Principle 11) in response to relevant changes including changes in legislation. In particular. standards and equipment.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). systems are required to identify sub-standard performance and restore the competence of individuals (Principle 12). Records must be maintained and made available when requested (Principle 13).

Company management reviews the whole system and feedback. . using the information from verification and audit (Principle 15). audit and review the CMS Verification and audit of the system (Principle 14) checks the competence assessments and the assessment process.FIVE Phases and 15 principles of CMS 5/5 Phase 5: Verify. 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.

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 .

Thank you .

Sign up to vote on this title
UsefulNot useful

Master Your Semester with Scribd & The New York Times

Special offer for students: Only $4.99/month.

Master Your Semester with a Special Offer from Scribd & The New York Times

Cancel anytime.