Improving the ability of the workforce to perform the tasks and activities the organization requires.
The purpose of Competency Development is to improve the ability of the workforce to do the tasks and responsibilities that have been given to them.
The organization's COMPETENCY DEVELOPMENT program is based on the workforce competencies found in the COMPETENCY AUDIT and the needs found in the NEEDS ANALYSIS. Development activities are meant to raise the PHASE of knowledge, skill, and process ORGANIZATIONAL PRECONDITION in the organization's current and expected workforce competencies.
The organization keeps quality standards for the TALENT DEVELOPMENT activities it offers to its employees. Graduated OPPORTUNITIES FOR TALENT DEVELOPMENT are made to help people improve in each of the organization's workforce competencies. The organization makes sure that the workforce has access to information about skills and opportunities for growth. Each person sets goals for their own development in one or more of the organization's workforce competencies and looks for ways to reach those goals. People actively look for opportunities for COMPETENCY DEVELOPMENT that help them reach their development goals.
The organization uses the experience of its employees as a strength to build up their skills in each of their workforce competencies. People with a lot of experience are used as mentors for other people or workgroups. There are ways set up to help people in a competency community talk to each other. People who share and IMPLEMENTATION TACTIC a workforce competency make up a competency community. This is based on the idea of communities of IMPLEMENTATION TACTIC [Wenger 00, Wenger 98, Brown 00]. Data and other information that comes up during the performance of a competency are recorded and made available for use by other members of the competency community. 2.3.1.
Integration Conditions.
2.3.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and keeps a written policy for how it will do its COMPETENCY DEVELOPMENT activities to train its employees in the skills they need to do business.
Typical issues that the policy addresses are:
The activities of COMPETENCY DEVELOPMENT help the organization reach its business goals and live up to its stated values.
Activities that improve the organization's workforce competencies go along with activities that improve the knowledge, skills, and process ORGANIZATIONAL PRECONDITIONS that each unit needs to do its work.
The organization's knowledge, skills, and process competencies for each of its workforce competencies are always being improved.
The organization makes sure that effective ways to build and keep up the skills of the workforce are available and used.
IMPLEMENTATION TACTIC a workforce competency make up a competency community. This is based on the idea of communities of IMPLEMENTATION TACTIC [Wenger 00, Wenger 98, Brown 00]. Data and other information that comes up during the performance of a competency are recorded and made available for use by other members of the competency community. 2.3.1. Integration Conditions.
2.3.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and keeps a written policy for how it will do its COMPETENCY DEVELOPMENT activities to train its employees in the skills they need to do business.
Typical issues that the policy addresses are:
The activities of COMPETENCY DEVELOPMENT help the organization reach its business goals and live up to its stated values.
Activities that improve the organization's workforce competencies go along with activities that improve the knowledge, skills, and process ORGANIZATIONAL PRECONDITIONS that each unit needs to do its work.
The organization's knowledge, skills, and process competencies for each of its workforce competencies are always being improved.
The organization makes sure that effective ways to build and keep up the skills of the workforce are available and used.