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Skills and competency management
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2001
Year
Training SystemEducationSkill DevelopmentCompetency Management SystemsHuman Resource ManagementOrganizational BehaviorCompetency ModelingLearning OrganizationManagement DevelopmentProfessional PreparationManagementManagerial CapabilitySkills DevelopmentHuman Resource DevelopmentEmployee LearningWorkplace LearningCareer DevelopmentStrategyStrategic ManagementCompetency ManagementSkills TrainingTechnical CompetencyCompetence-based ManagementOrganizational CapabilityWorkforce DevelopmentBusinessProfessional Development
Leading companies seek to align skills development with strategic objectives and regulatory compliance, recognizing that the greatest cost of learning is lost productive time and that competency management is essential to link training plans to business goals. The article aims to identify employee skill gaps relative to organizational goals and demonstrate how competency management systems can enhance training effectiveness. The proposed approach minimizes training time by targeting only the skills employees need.
Many leading companies are looking at ways to link skills development to strategic objectives as well as to demonstrate compliance with industry regulations. The greatest cost of learning is the time people are not working at their jobs. The solution is to minimise the time spent in training and focus people specifically on just the skills they need. It is important, therefore, to identify the skill gaps of employees in terms of the organisation’s specific business goals and strategies. Competency management is now recognised as a key process to ensure that the individual and organisation training plans are linked to business goals. This article will illustrate how skills and competency management systems can help organisations improve the effectiveness of their training.