What are the best tips for the development of competencies?
The development of competencies has become a key focus of the department of human resources. With the reduction of workforce and the need to be worldwide competitive, businesses need a slim and capable workforce that can perform at the optimal level of skills, level of knowledge and competences. Effective training is aimed at developing competence through training through the principles of teaching. The best plan for the development of competencies is to carry out needs, identify competences, verify competences, carry out training, coach competences and assess competence. This process is ongoing, which continues when new employees are hired, new competences and changes in skills and knowledge requirements are developing. The need to assess the need to determine the gap between power standards and actual performance. Assessment of needs helps to determine which employees are missing, what competencies. Evaluate all Employees using the same methods and evaluate only those competences necessary to achieve the organ objectivesizace.
The next step in the development of competencies is to find out which competences need further development. The needs of the needs point out to gaps in the area of performance. Information about these gaps will determine what competences should be written. Write competences that are specific, measurable, achievable and sensible. Start every competence of an action verb such as: "Health of guests within three minutes of their arrival."
Make sure the competences developed are valid. Once written, put them together in a survey and ask those who do the task, their superiors and their collaborators to evaluate the competences of how often they are, how difficult they are and how often they need to be done. This will help determine whether the competence of Valid is and how urgent is training.
Training improves performance by helping employees to meet professional competences. Focus on individual roInvoji competencies using training that can be easily adapted and divided into specific segments. Ideal vehicles include computer training, distance education, individualized studies and mentoring. If possible, create an individual training that takes into account the style of learning the person who is trained and the type of competence developed. Reading and self -study are excellent methods of developing knowledge -based competences, while playing roles, simulation and training in the workplace works better for the development of skills -based competences.
As soon as the employee has participated in the activities of competencies, he may still need further coaching to transfer learning from training to work. This is where the supervisors play the biggest role. They should provide active and support coaching when the employee has reached standards in certain competence and when it might be needed in the next direction.
Eventually, the performance of the employee and the competence should be assessed. Find out if the employee meets STAndard competencies. If so, determine whether the competence adequately addresses the needs of business. Measure the success of the development of competencies through specific measures, such as scores from customers, sales data and financial objectives.