3 RULES FOR CONSISTENCY AND COMPETENCE
Many factors have a bearing on your organisation’s competencies – from the size of your workforce to whether you operate in a high hazard environment. But one thing remains true for all businesses; standards must be consistent.
Also known as skills, behaviours or performance standards, competencies prove your employees have the knowledge they need to do their job, and feel confident to carry out activities in a safe and correct manner. In high hazard environments, this is extremely important for everyone on-site, and it’s often a legal requirement for senior management have proof of each employee’s ability. It can cover your back if things do go wrong, and its an important part of career progression for your staff.
There are many different types of competencies – such as skills, accomplishments, certificates, degrees and languages – and loads of ways to record and track them. So how do you know where to start?
We’ve compiled our three top tips to help you maintain consistency across the board.
Work from a framework
If you run a niche business, creating your own competency framework may seem like the only option – but that’s not the case. You’ll be surprised at the number of existing frameworks available for all sectors. You can use them as a guide for drafting your own system, ensuring you include all the essential elements. It’s also important you research best practice for building a framework, as some important things can be forgotten.
Top tip from the experts: Identifying a key competency is important. But to improve the success of your plan, you should also include a good description, some examples of when competency is met, descriptions of mastery levels, and some development activities to help employees. These small additions will go a long way to support your staff throughout their training.
Track your staff
Gathering and monitoring results of individuals and groups of workers can be time-consuming, which is why digital competence management systems are the preferred tool.
With a digital system, you can track the progression of each employee in just a few clicks. You can also obtain up-to-date insights into less competent individuals and generate reports to track specific competencies that are not being met across the board. This allows management to take a proactive – not reactive – approach to staff progression, and create strategic plans to help staff improve.
Have anytime/anywhere access
Accessibility enables transparency across your organisation, and this is invaluable. So how can you be confident in your competency if you have limited access to the information you need? That’s where a competency management software comes in. Compared to paper-based versions, a digital solution ensures you have access to the information you need, when you need it – and so do your employees.
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