Difference between revisions of "Competency management"
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===Essential components of competency management=== | ===Essential components of competency management=== | ||
| − | + | Align competencies with the Mission, Vision, Strategy and Business processes of the Organisation Scheme of competencies. | |
| + | Long-term workforce plan. | ||
| + | National workforce plan. | ||
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| + | Align competencies with external requirements and regulations Independent Governance & Audit committee. | ||
| + | Integrated Quality Management System. | ||
| + | Nuclear Baseline (minimum safety staffing) . | ||
| + | Management of Change process. | ||
| + | Nuclear Safety Committee. | ||
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| + | Support the process of organisational change or transformation; Forward looking business plan | ||
| + | Employee development policy, strategy and plan. | ||
| + | Change management plan. | ||
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| + | Understand organisational capability Human capital index | ||
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| + | Manage competency risk A map of competency risks at department, business unit, function, organisation levels | ||
| + | A risk-based competency retention plan followed up with knowledge retention and transfer actions. | ||
| + | Long-term workforce plan | ||
| + | Substitution plan (short term). Succession plan (long term) | ||
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| + | Manage the externally sourced competencies "Intelligent customer" roles | ||
| + | a) Maintain the capability to outsource Outsourcing policy to manage outsourced competency | ||
| + | b) Ensure that outsourced capabilities are maintained | ||
| + | c) Manage the risk to outsourced competency | ||
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| + | Develop management , technical and functional competency Job / task analysis | ||
| + | Role and Training profiles | ||
| + | Performance assessment and appraisal. | ||
| + | Learning needs analysis | ||
| + | Learning impact evaluation | ||
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| + | Competency development programme including e.g. Coaching, Mentoring, Training, Directed reading | ||
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| + | Build teams Organisational structure chart | ||
| + | Individual and team role and task descriptions | ||
Networks and Communities | Networks and Communities | ||
Business Unit plans | Business Unit plans | ||
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Develop organisational performance metrics Performance assessment and evaluation methodology | Develop organisational performance metrics Performance assessment and evaluation methodology | ||
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Revision as of 14:32, 11 June 2013
Contents
Definition
A collection of processes used to identify and evaluate the current strengths and needs as well as predict the future needs within an organisation and finally to implement the required corrective actions. Template:Organisational competency
Summary
One paragraph
Description
Competency management in the management system
Figure 1: Organisational Competency interaction
Mission, vision, strategies
Organisational competency
This is described in the article on Organisational competency
Performance indicators and critical success factors
Competency based management
Figure 2: Competency Based Management – KM Interface
Essential components of competency management
Align competencies with the Mission, Vision, Strategy and Business processes of the Organisation Scheme of competencies. Long-term workforce plan. National workforce plan.
Align competencies with external requirements and regulations Independent Governance & Audit committee. Integrated Quality Management System. Nuclear Baseline (minimum safety staffing) . Management of Change process. Nuclear Safety Committee.
Support the process of organisational change or transformation; Forward looking business plan
Employee development policy, strategy and plan.
Change management plan.
Understand organisational capability Human capital index
Manage competency risk A map of competency risks at department, business unit, function, organisation levels A risk-based competency retention plan followed up with knowledge retention and transfer actions. Long-term workforce plan Substitution plan (short term). Succession plan (long term)
Manage the externally sourced competencies "Intelligent customer" roles
a) Maintain the capability to outsource Outsourcing policy to manage outsourced competency
b) Ensure that outsourced capabilities are maintained
c) Manage the risk to outsourced competency
Develop management , technical and functional competency Job / task analysis
Role and Training profiles
Performance assessment and appraisal.
Learning needs analysis
Learning impact evaluation
Competency development programme including e.g. Coaching, Mentoring, Training, Directed reading
Build teams Organisational structure chart Individual and team role and task descriptions Networks and Communities Business Unit plans
Develop a recruitment strategy Recruitment process and plan
Reassignment, redeployment and job rotation
Improve organisational competency through benchmarking Improved job descriptions and role profiles Restructured posts, processes, systems
Develop organisational performance metrics Performance assessment and evaluation methodology
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