In the previous four articles on competency (links below) we have been considering the reasons for adopting a competence based learning programme, but is your organisation ready to start moving in this direction? Here are a number of questions to help.
1. Do you want to record your commitment to developing people? Will you do it by sharing the vision, goals and development objectives with all staff and keeping a focus on where the organisation is going?
2. Are performance measures clear, available and comparable? Are you able to use customer and supplier information to affect overall performance measures?
3. Are staff aware of and able to access learning opportunities across the whole organisation?
4. Are you planning to improve organisational performance by providing collaborative planning tools, project management and a workflow involving all staff in their own level of the process, providing visibility and communication across the organisation?
5. Do you have distinct relationships with representative groups that require an authentication system that allows for cross-organisational groups to exist and share information?
6. Does your strategic planning for development of people include tracking training records, identifying skills gaps and producing reports on key activities for review?
7. Do you ensure your managers have the attributes to develop people and are all staff development records tracked with evaluation and survey tools to provide a concise way to record feedback from suppliers, customers and staff in real-time?
8. Do you understand the types and levels of evidence required to support the activities carried out by management and staff across your diverse workforce?
9. Do you have development plans for all staff that identifies their job profile and competencies as these are integral to setting up frameworks, targets and measuring achievement across the whole organisation?
10. Do you measure and review staff? Can they identify learning opportunities and communicate these to management? Are they able to identify against any task a note of any training requirement and any support provided?
If you have reached this far, you are definitely interested in taking this forward. If you have more than 100 staff you will need a system to manage this process. Here are a number of things to look for:
- Flexible unlimited framework management with ability to reuse elements and store framework history along with archiving
- Training attainment and record management, with access to Learning Record Store
- Evidence portfolio which allows allocation of mandatory and desirable assets against competency statements
- Assessor/manager sign-off with traffic light notifications and alert
- Personal development plan with 360 feedback, behaviour frameworks, development solution tracking and reporting
- Ability to setup cross-organisational learning groups
- Dashboard organisational view, team view and sub-team view of competence levels with drill down
- Extensive reporting with export
- Integration with HR systems and modelling of organisational tree for reporting
There is no better way to get started than speaking to people who have already done it. At eCom, we can arrange for you to speak with clients who are happy to share their experiences.
For more information please contact us on 01383 630032 or email email@example.com
Recent eCom case studies with a focus on workforce competency include Scottish Water and a Global Oil and Chemicals Company.
This is the final article in a five-part series on workforce competency. If you’re interested in reading the previous articles, please click on the links below:
Part 1 – Building Workforce Competency – Why it helps organisations to thrive?
Part 2 – Why is Reducing time to competence important?
Part 3 – Using frameworks to help build competency
Part 4 – Self-service approach to competency
Find out more about the products that underpin our competency solution, eNetEnterprise, eNetAssess and eNetBadges.