Workforce Development
HOW COMPETENT IS
BY PAULA JANE COX
So where do you start? There are numerous models to identify core skills in the workforce, or should I say lack of, with the ultimate aim of producing a ‘Training Needs Analysis’ in order to develop staff.
Organizations within this region are at different stages of development with regards to the level of sophistication required to produce a meaningful training schedule. Some have taken a methodical approach to staff development and are reaping the rewards of staff retention and a motivated workforce, whilst others are floundering in the abyss of high staff turnover, absenteeism and poor employee attitudes.
Here are some questions you can ask to help you identify where you are:
• Do we have a strategic and operational plan?
• Do we have an appraisal system?
• Do all staff have up to date job descriptions?
• Do all staff have written objectives?
• Do we have a competency framework or use National Occupational Standards?
• Do we have a training strategy or statement of commitment supporting training and learning?
• Do we have effective formal and informal consultation processes across the organization?
Are you one of those companies who have had their department heads fill in a questionnaire for the staff they are responsible for and then developed a tick-list training schedule to fill the skills gap based on the results of the survey?
Yes? - Well done for being honest!
I have witnessed this occur many times in my career. Whilst we are able to gather valuable information about the level of skills our workforce possesses and possible shortfalls in certain areas, it is a perfidious short cut.
Firstly, we should already know our organizations core skills, otherwise how do we recruit correctly?
18 | TRAINING MAGAZINE MIDDLE EAST NOV 2014
YOUR WORKFORCE