Competent people are always capable of performance worthy of value or, without too costly. Competencies are the measures to meet the workers who have a value for the company. In other words, the organization is willing to come into contact with someone to pay for these services. Competencies are guided by the result, ie, they define a performance level of performance. Competencies are the foundation for improving performance and productivityInitiatives.
In the absence of rules are not the powers of powers
The quality of the service, determines exactly how well the work must be done to achieve the desired results. This is a clear and precise definition of that performance. The standard should be observable and measurable, that is, "Wear a coat, so as to cover the previous color." In this example, you can quickly determine if the level has been reached.
It 'also important to remember that theStandard is a trainee level – not at the level of an experienced worker. The standard should be set so that it can be done with competence, but at a much slower pace.
It 'important to note that I meet people in a work of different levels of competence. You would not expect that a new operator to bring the same degree of competence, after two weeks of training the best that an operator who has been in the job market for a year or more. In determiningSkills, it is important to identify at least three or more levels of responsibility for each position:
The first level (after initial training)
Secondary skills (6 months to a year at work)
Third level of competence (1 to 2 years on the job)
The responsibility for setting standards of performance lies with management. They have a rule in the first-line supervisors should ensure greaterCope role in setting standards for various tasks in the JTA research. Higher levels of management should these rules (skills) for the fulfillment of objectives.
Examples of skills include:
Install a water heater according to the National Plumbing Code
Mix up a batch of cookie dough recipe
Prepare small components within ± 0.05 grams of specific
Take a sample after the Labor Department for the Quality Assurance Sampling
Put a trailer according to the specifications of the corresponding sales.
Defined responsibilities
Definition of competence may be an enormous task, if you have some guidelines for what skills are important for the success of the work. E 'can generate hundreds of skills for a particular job. In Performance BasedTraining is important for a criterion of what should be covered in the training and that, up to something.
The important and critical tasks that make up a job are those who want the training project focusing on development.
Determine which tasks are critical elements of competence requires the use of a DIF analysis. The DIF analysis compares four factors:
Frequency of occurrence
Relevance
Performance level
Knowing the degree of difficulty.
The frequency is usually divided into elements such as:
Task occurs less than once a year
Task will meet annually, or more
Monthly Task
Task takes place every day
Task occurs once a shift or more
The scope and the answers can be changed in regardthe organization doing the analysis. We found that the points mentioned above are generally effective.
Meaning is usually divided into elements such as:
Consequences negligible or trivial
Not too serious (one to be corrected quickly with a significant impact)
Slightly heavier (the correction necessary to avoid a significant safety, environmental, loss of equipment or damage)
Serious(immediate correction is necessary)
Extremely serious (lost time injuries or impact on safety)
Just as in the case of the frequency, extent and responses to change, because the organization doing the analysis. We found that the points mentioned above are generally effective.
Performance problems are usually divided into elements such as:
Very easy to do right
Lighter than the averageThe task of this job
Medium difficulty
More difficult for average working on this job
Make it very difficult to properly complex, many factors
Again, the magnitude and the reactions can be changed, because the organization doing the analysis. In my experience, have sufficient elements described above in relation to the difficulties proved enough to do the job.
Learning difficulties usually decomposed into elements such asFollowing:
Easy to learn in a few minutes (entry-level employees can do after you said once)
Simple, but some skill and knowledge and experience (entry level, it requires staff to demonstrate after the jump)
Medium of learning for this task (task can be directly below the minimum made on practical work)
More difficult for the average on this task (task must learnpractices to do several times, right)
Difficult to learn, usually requires experience in analytical skills (task requires considerable experience and understanding the right thing to do)
The scope and the answers can also be changed in the organization doing the analysis. We found that the products mentioned above for learning difficulties are generally effective.
These factors are used to determine the critical factors and the need for refresher courses.Training for the tasks that should have a high criticality developed first. Rated lower tasks could also realize that the formal training.
Using skills to improve performance
Competence based training is an approach to training, with emphasis on what a student has to work because of their training, is marketed. Competence in basic training is about learning skills, which focus on what is expected of an employee in the workplace and not on the learning process.The emphasis is on "doing" and not just know. "
Perhaps the fundamental difference between training and "traditional" is that the expertise, the training base is a systematic approach to training, while the more traditional approach is not. Competence based training is essential for Productivty. Program A skills-based training must be designed so that, with the specific requirements of performance into account, as this type of training has a positive influenceproductivity.
Court in relation to training is not so easy, it takes a lot of commitment from management, employee involvement and a strong design, with appropriate standards and effective. Standards can be linked to organizational goals and objectives and the quality of current initiatives in your organization.
Tags: competent, people, Productivity
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