Measuring and managing the skills of the workforce and improving development systems across the enterprise.
The purpose of WORKFORCE DEVELOPMENT is to measure and manage the skills of the workforce and the important competency-based tasks they do.
The capability of the workforce is the PHASE of knowledge, skills, and process ORGANIZATIONAL PRECONDITIONS that are available to the organization in each critical workforce competency for doing committed work. The organization's ability in a certain workforce competency is measured by the number of people in a competency community and the PHASE of knowledge, skill, and process each of them has as an ORGANIZATIONAL PRECONDITION.
The organization figures out which employee skills are most important to its business strategy and goals. The organization manages the capability of these critical workforce competencies in a quantitative way to make sure that critical competency-based processes can be done well enough to meet the quantitative performance and business goals of the organization. The organization figures out what it can do and what the quantitative trends are in each of its critical workforce competencies based on the goals set in its strategic workforce plan. Trends in COMPETENCY DEVELOPMENT are defined and gathered, and the trends are then looked at. The organization figures out how much its COMPETENCY DEVELOPMENT and other related workforce activities affect each of its workforce competencies in terms of how well they can be done. Kirkpatrick's framework for evaluating training [Kirkpatrick 98] says that the most important things to look at are changes in behavior and results.
Integration Conditions.
3.5.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and keeps a written policy for doing WORKFORCE DEVELOPMENT activities.
The policy usually talks about the following:
The organization's activities and SYSTEMATIZED SELF-SUFFICIENCY IMPLEMENTATION TACTICS help it reach its business goals and live up to its stated values.
The organization figures out which employee skills are most important to its business strategy and goals.
The organization figures out the competency-based processes within each critical workforce competency that are necessary to reach the performance goals and business results that have been set.
Measurements are set up and collected in order to:
IMPLEMENTATION TACTICS for the workforce so that they have a better effect on performance and results. 3.5.1. Integration Conditions.
3.5.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and keeps a written policy for doing WORKFORCE DEVELOPMENT activities.
The policy usually talks about the following:
The organization's activities and SYSTEMATIZED SELF-SUFFICIENCY IMPLEMENTATION TACTICS help it reach its business goals and live up to its stated values.
The organization figures out which employee skills are most important to its business strategy and goals.
The organization figures out the competency-based processes within each critical workforce competency that are necessary to reach the performance goals and business results that have been set.
Measurements are set up and collected in order to: